在各位同仁有機會參閱 這 A.Y. T 員工手冊前﹐A.Y.T INC 感謝舊員工多
人 (GARY ZHU) 與屬下之管理階層多次研商後﹐特制定 “A.Y.T. 員工守
3) A.Y.T. 或 任何員工間並無合約型式之勞資關係。
必要之差誤﹐學習與增強在美國發展之機會。elcome to A.Y.T. INC.! To our new employees we wish a word
of welcome and introduction. To our established employees, we
also extend our greetings and gratitude for your past service.
To make your employment with A.Y.T. INC. more meaningful,
this booklet has been created to help you get acquainted with us
and our way of doing things. It will explain some of the benefits
and privileges you receive as an employee of A.Y.T. INC. as well
as some of the duties and responsibilities we all share.
A.Y.T. INC. provides quality car care for its customers. We hope
you will find enjoyment and satisfaction during your employment
with us.
We wish each of you the best of success with your job and we
sincerely hope your experiences here will be successful,
rewarding and pleasant in every way.
Sincerely,
Gary Zhu
President of
A.Y.T. INC.
4
History and Future Goals
A.Y.T. INC. was founded in 1993, by Gary Zhu, in the
Washington D.C. area. A.Y.T. INC. offers fully certified auto
services for customers. The services we offer include:
transmission, brake, general repairs, and auto glass.
Mission Statement
A.Y.T. INC. mission statement is to consistently provide the
highest quality of car care at affordable prices. At A.Y.T. INC., we
work together as a team to serve our customers in a fast, friendly
and efficient manner. A.Y.T. INC. was founded on Christian
principles and strives to conduct business with honesty and
integrity. Because A.Y.T. INC. is an independently owned and
operated business, we have a personable atmosphere that both
employees and customers enjoy. Because family is important to
us, this is the type of atmosphere we have strived to create for
our employees.
Notice
This Employee Manual has been prepared to inform you of our
history, philosophy, employment practices, and policies, as well
as the benefits provided to you as a valued employee.
Some Things You Must Understand
The policies in this Employee Manual are to be considered as
guidelines.
A.Y.T. INC., at its option, may change, delete, suspend or
discontinue any part or parts of the policies in this Employee
Manual at any time without prior notice as business,
employment legislation, and economic conditions dictate.
Any such action shall apply to existing as well as to future
employees.
5
Employees may not accrue eligibility for monetary benefits
that they have not become eligible for through actual time
spent at work.
Employees shall not accrue eligibility for any benefits, rights,
or privileges beyond the last day worked.
No one other than the Owner may alter or modify any of the
policies in this Employee Manual. Any alteration or
modification of the policies in this Employee Manual must be
in writing.
No statement or promise by a Supervisor or Manager, past or
present, may be interpreted as a change in policy nor will it
constitute an agreement with an employee.
Should any provision in this Employee Manual be found to be
unenforceable and invalid, such finding does not invalidate the
entire Employee Manual, but only that particular provision.
This Employee Manual replaces (supersedes) any and all other
or previous Employee Manuals, or other employee policies
whether written or oral.
6
Receipt and Acknowledgment
Of A.Y.T. INC. Employee Manual
Please read the following statements, sign below and return to
your Manager.
Understanding and Acknowledging Receipt of the Employee
Manual.
I have received and read a copy of the A.Y.T. INC. Employee
Manual. I understand that the policies and benefits
described in it are subject to change at the sole discretion of
the Owner at any time.
At-Will Employment
I further understand that my employment is at will, and neither
A.Y.T. INC. nor myself has entered into a contract regarding
the duration of my employment. I am free to terminate my
employment with A.Y.T. INC. at any time, with or without
reason. Likewise, A.Y.T. INC. has the right to terminate my
employment, or otherwise discipline, transfer, or demote me
at any time, with or without reason, at the discretion of A.Y.T.
INC. No employee of A.Y.T. INC. can enter into an
employment contract for a specified period of time, or make
any agreement contrary to this policy without the written
approval from the President.
Confidential Information
I am aware that during the course of my employment confidential
information will be made available to me, for instance,
product designs, marketing strategies, customer lists, pricing
policies and other related information. I understand that this
information is proprietary and critical to the success of A.Y.T.
INC. and must not be given out or used outside of A.Y.T.
INC. premises or with non-employees. In the event of
termination of employment, whether voluntary or involuntary,
I hereby agree not to utilize or exploit this information with
any other individual or company.
7
Employee's Printed Name Position
Employee's Signature Date
8
What You Can Expect From A.Y.T. INC.
A.Y.T. INC. believes in creating a harmonious working
relationship between all employees. In pursuit of this goal,
A.Y.T. INC. has created the following employee relations
objectives:
1. Provide an exciting, challenging, and rewarding workplace
and experience.
2. Select people on the basis of skill, training, ability, attitude,
and character without discrimination with regard to age, sex,
color, race, creed, national origin, religious persuasion,
marital status, political belief, or a disability that does not
prohibit performance of essential job functions.
3. Compensate all employees according to their effort and
contribution to the success of our business.
4. Review wages, employee benefits and working conditions
regularly with the objective of being competitive in these
areas consistent with sound business practices.
5. Provide paid time off for vacations and holidays to all eligible
employees.
6. Provide eligible employees with health insurance benefits.
7. Assure employees, after talking with their Manager, an
opportunity to discuss any issue or problem with the Owner
of A.Y.T. INC.
8. Take prompt and fair action of any complaint that may arise
in the everyday conduct of our business, to the extent that is
practicable.
9. Respect individual rights, and treat all employees with
courtesy and consideration.
10. Maintain mutual respect in our working relationship.
11. Provide buildings and work areas that are as comfortable as
possible, orderly and safe.
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12. Make promotions or fill vacancies from within A.Y.T. INC.
whenever practical.
13. Keep all employees informed of the progress of A.Y.T. INC.,
as well as the company's overall goals and objectives.
14 Promote an atmosphere in keeping with A.Y.T. INC. vision,
mission, and goals.
What A.Y.T. INC. Expects From You
A.Y.T. INC. needs your help in making each working day
enjoyable and rewarding. Your first responsibility is to know your
own duties and how to do them promptly, correctly and
pleasantly. Secondly, you are expected to cooperate with
management and your fellow employees and to maintain a good
team attitude.
How you interact with fellow employees and those whom A.Y.T.
INC. serves, and how you accept direction can affect the
success of your area. In turn, the performance of one area can
impact the entire organization. Consequently, whatever your
position, you have an important assignment: perform every task
to the very best of your ability.
You are encouraged to grasp opportunities for personal
development offered to you. This manual offers insight on how
you can perform positively and to the best of your ability to meet
and exceed A.Y.T. INC. expectations.
We strongly believe you should have the right to make your own
choices in matters that concern and control your life. We believe
in direct access to management. We are dedicated to making
A.Y.T. INC. a company where you can approach your Manager,
or any member of management, to discuss any problem or
question. We expect you to voice your opinions and contribute
your suggestions to improve the quality of A.Y.T. INC. We're all
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human, so please communicate with each other and with
management.
Remember, you help create the pleasant and safe working
conditions that A.Y.T. INC. intends for you. The result will be
better performance for the company overall, and personal
satisfaction for you.
Quality
Quality is a matter of extreme importance to our customers and
to the continued growth of our company. Each employee,
regardless of the position he or she holds, must strive to produce
quality results in his or her work. Less cannot be tolerated.
Outside Employment
Employees may not take an outside job, either for pay or as a
donation of her/his personal time, with a customer or competitor
of A.Y.T. INC.; nor may they do work on their own if it competes
in any way with the sales of products or services we provide our
customers. If your financial situation requires you to hold a
second job, part-time or full-time, or if you intend to engage in a
business enterprise of your own, A.Y.T. INC. would like to know
about it. Before accepting any outside employment you are
encouraged to discuss the matter with your Manager.
Termination of Your Employment
A.Y.T. INC. will consider you to have voluntarily terminated your
employment if you do any of the following:
1. Resign from the company,
2. Fail to return from an approved leave of absence on the date
specified by A.Y.T. INC., or
3. No call no show.
You may be terminated for poor performance, misconduct,
excessive absences, tardiness, discrimination, harassment, or
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other violations of A.Y.T. INC. policies. However, your
employment is at-will, and you and A.Y.T. INC. both have the
right to terminate your employment for any or no reason.
Confidential Information
Upon accepting employment with A.Y.T. INC., you were asked to
sign a Confidentiality Agreement (included in the
acknowledgement of this manual on page 4, which generally
provides that you will not disclose or use any company and\or
customer confidential information, either during or after your
employment. We sincerely hope that our relationship will be
long-term and mutually rewarding. However, your employment
with us assumes an obligation to maintain confidentiality, even
after you leave our employ.
Additionally, our customers and suppliers entrust us with
important information relating to their businesses. The nature of
this relationship requires maintenance of confidentiality. In
safeguarding the information received, we have earned their
respect and further trust of our customers and suppliers.
If you are questioned by someone outside the company or your
department and you are concerned about the appropriateness of
giving them certain information, you are not required to answer.
Instead, as politely as possible, refer the request to your
Manager.
No one is permitted to remove or make copies of any company
records, reports or documents without prior management
approval. Disclosure of confidential information could lead to
termination, as well as other possible legal action.
Harassment Policy
A.Y.T. INC. intends to provide a work environment that is
pleasant, professional, and free from intimidation, hostility or
other offenses that might interfere with work performance.
Harassment of any sort - verbal, physical, and visual - will not be
tolerated, particularly against employees in protected classes.
12
These classes include, but are not necessarily limited to race,
color, religion, sex, age, sexual orientation, national origin or
ancestry, disability, medical condition, marital status, veteran
status, or any other protected status defined by law.
What Is Harassment?
Workplace harassment can take many forms. It may be, but is
not limited to, words, signs, offensive jokes, cartoons, pictures,
posters, e-mail jokes or statements, pranks, intimidation, physical
assaults or contact, or violence. Harassment is not necessarily
sexual in nature. It may also take the form of other vocal activity
including derogatory statements not directed to the targeted
individual but taking place within their hearing. Other prohibited
conduct includes written material such as notes, photographs,
cartoons, articles of a harassing or offensive nature, and taking
retaliatory action against an employee for discussing or making a
harassment complaint.
Responsibility
All employees, and particularly Managers, have a responsibility
for keeping our work environment free of harassment. Any
employee, who becomes aware of an incident of harassment,
whether by witnessing the incident or being told of it, must report
it to their immediate Supervisor or the designated management
representative with whom they feel comfortable. When
management becomes aware of the existence of harassment, it
is obligated by law to take prompt and appropriate action,
whether or not the victim wants the company to do so.
Reporting
While we encourage you to communicate directly with the
alleged harasser, and make it clear that the harasser's behavior
is unacceptable, offensive or inappropriate, it is not required that
you do so. It is essential, however, to notify your Manager
immediately even if you are not sure the offending behavior is
considered harassment. Any incidents of harassment must be
immediately reported to a Supervisor or other management
representative. Appropriate investigation and disciplinary action
13
will be taken. All reports will be promptly investigated with due
regard for the privacy of everyone involved. However,
confidentiality cannot be guaranteed. Any employee found to
have harassed a fellow employee or subordinate would be
subject to severe disciplinary action up to and including
termination. We will also take any additional action necessary to
appropriately remedy the situation. Retaliation of any sort will
not be permitted. No adverse employment action will be taken
for any employee making a good faith report of alleged
harassment.
A.Y.T. INC. accepts no liability for harassment of one employee
by another employee. The individual who makes unwelcome
advances, threatens or in any way harasses another employee is
personally liable for such actions and their consequences. The
company may or may not provide legal, financial or any other
assistance to an individual accused of harassment if a legal
complaint is filed.
POLICY AND STATEMENT ON SEXUAL HARASSMENT
What Is Sexual Harassment?
Sexual harassment may include unwelcome sexual advances,
requests for sexual favors, or other verbal or physical contact of
a sexual nature when such conduct creates an offensive, hostile
and intimidating working environment and prevents an individual
from effectively performing the duties of their position. It also
encompasses such conduct when it is made a term or condition
of employment or compensation, either implicitly or explicitly and
when an employment decision is based on an individual's
acceptance or rejection of such conduct.
It is important to note that sexual harassment crosses age and
gender boundaries and cannot be stereotyped. Among other
perceived unconventional situations, sexual harassment may
even involve two women or two men.
14
Sexual harassment may exist on a continuum of behavior. For
instance, one example of sexual harassment may be that of an
employee showing offensive pictures to another employee.
Generally, two (2) categories of sexual harassment exist. The
first, "quid pro quo," may be defined as an exchange of sexual
favors for improvement in your working conditions and/or
compensation. The second category, "hostile, intimidating,
offensive working environment," can be described as a situation
in which unwelcome sexual advances, requests for sexual
favors, or other verbal or physical contact of a sexual nature
when such conduct creates an intimidating or offensive
environment. Examples of a hostile, intimidating, and offensive
working environment includes, but is not limited to, pictures,
cartoons, symbols, or apparatus found to be offensive and which
exist in the workspace of an employee. This behavior does not
necessarily link improved working conditions in exchange for
sexual favors. It is also against our policy to download
inappropriate pictures or materials from computer systems.
A.Y.T. INC. prohibits any employee from retaliating in any way
against anyone who has raised any concern about sexual
harassment or discrimination against another individual.
A.Y.T. INC. will investigate any complaint of sexual harassment
and will take immediate and appropriate disciplinary action if
sexual harassment has been found within the workplace.
How You Were Selected
We are confident that as a result of the mutual selection process
undertaken, your employment will prove to be beneficial to us as
well as yourself and we look forward to having you join us.
We carefully select our employees through written applications,
personal interviews and reference checks. After all available
information was considered and evaluated; you were selected to
become a member of our team!
15
This selection process helps us find and employ people who are
concerned with their own personal success and the success of
A.Y.T. INC. people who want to do a job well; people who can
carry on their work with skill and ability; and people who are
comfortable with us and who can work well with our team.
Employee Background Check
Prior to becoming an employee of ours, a job-related background
check was conducted. As you may know, a comprehensive
background check may consist of prior employment verification,
professional reference checks, and education confirmation. As
appropriate, a credit, criminal, health examination and/or driving
record history may have also been obtained.
Driver's License and Driving Record
Employees whose work requires operation of a motor vehicle
must present and maintain a valid driver's license and a driving
record acceptable to our insurer. You will be asked to submit a
copy of your driving record from time to time. Any changes in
your driving record must be reported to the Manager
immediately. Failure to do so may result in disciplinary action, up
to and including possible termination. Drug Examinations are
also required of drivers and others operating equipment.
Standards of Conduct
Whenever people gather together to achieve goals, some rules
of conduct are needed to help everyone work together efficiently,
effectively, and harmoniously. By accepting employment with us,
you have a responsibility to the company and to your fellow
employees to adhere to certain rules of behavior and conduct.
The purpose of these rules is not to restrict your rights, but rather
to be certain that you understand what conduct is expected and
necessary. When each person is aware that she/he can fully
depend upon fellow workers to follow the rules of conduct, our
organization will be a better place to work for everyone.
Unacceptable Activities
16
Generally speaking, we expect each person to act in a mature
and responsible way at all times. If you have any questions
concerning any work or safety rule, or any of the unacceptable
activities listed below, please see the Office Manager for an
explanation.
Note that the following list of Unacceptable Activities does not
include all types of conduct that can result in disciplinary action,
up to and including termination. Nothing in this list alters the atwill nature of your employment; either you or the company may
terminate the employment relationship with or without reason,
and in the absence of any violation of these rules.
1. Violation of any company rule; any action that is detrimental
to A.Y.T. INC. efforts to operate profitably.
2. Violation of security or safety rules or failure to observe
safety rules or our safety practices; failure to wear required
safety equipment; tampering with company equipment or
safety equipment.
3. Negligence or any careless action, which endangers the life
or safety of another person.
4. Being intoxicated or under the influence of a controlled
substance while at work; use, possession or sale of a
controlled substance in any quantity while on company
premises, except medications prescribed by a physician
which do not impair work performance.
5. Unauthorized possession of dangerous or illegal firearms,
weapons or explosives on company property or while on
duty.
6. Engaging in criminal conduct or acts of violence or making
threats of violence toward anyone on company premises or
when representing us; fighting, or provoking a fight on
company property, or negligent damage of property.
17
7. Insubordination or refusing to obey instructions properly
issued by your Manager pertaining to your work; refusal to
help out on a special assignment.
8. Threatening, intimidating or coercing fellow employees on or
off the premises at any time, for any purpose.
9. Engaging in an act of sabotage; negligently causing the
destruction or damage of company property, or the property
of fellow employees, customers, suppliers, or visitors in any
manner.
10. Theft or unauthorized possession of company property or the
property of fellow employees; unauthorized possession or
removal of any company property, including documents, from
the premises without prior permission from management;
unauthorized use of company equipment or property for
personal reasons; using company equipment for profit. Theft
will not be tolerated and will result in termination and
prosecution.
11. Dishonesty; falsification or misrepresentation on your
application for employment or other work records; lying about
sick or personal leave; falsifying reason for a leave of absence or
other data requested by A.Y.T. INC. alteration of company
records or other company documents.
12. Violating the non-disclosure agreement; giving confidential or
proprietary A.Y.T. INC. information to competitors or other
organizations or to unauthorized employees; working for a
competing business while an employee of ours; breach of
confidentiality of personnel information.
13. Spreading malicious gossip and/or rumors; engaging in
behavior which creates discord and lack of harmony;
interfering with another employee on the job; restricting work
output or encouraging others to do the same.
18
14. Immoral conduct or indecency on company property.
15. Conducting a lottery or gambling on company times.
16. Unsatisfactory or careless work; failure to meet production or
quality standards as explained to you by your Manager.
17. Any act of harassment, sexual, racial or other; telling sexist
or racist jokes; making racial or ethnic slurs.
18. Leaving work before the end of a workday or not being ready
to work at the start of a workday without approval of your
Manager; stopping work before time specified for such
purposes.
19. Can not leave your position during working hours without
manager’s approval。
20. Excessive use of company telephone for personal calls.
Every personal telephone call not allow over 10 mini ！
21. Smoking in restricted areas or at non-designated times,
customer car or truck as specified by company rules.
22. Creating or contributing to unsanitary conditions.
23. Posting, removing or altering notices on any bulletin board on
company property without the permission of an officer of
A.Y.T. INC.
24. Failure to report an absence or late arrival; excessive
absence or lateness.
25. Buying company merchandise for resale.
26. Obscene or abusive language toward any Manager,
employee or customer; indifference or rudeness towards a
19
customer or fellow employee; any disorderly/antagonistic
conduct on company premises.
27. Speeding or careless driving while on company business.
28. Failure to immediately report damage to, or an accident
involving, company equipment.
29. Soliciting during working hours and/or in working areas;
selling merchandise or collecting funds of any kind for
charities or others without authorization during business
hours, or at a time or place that interferes with the work of
another employee on company premises.
30. Failure to use your timesheet; alteration of your own
timesheet or records or attendance documents; punching or
altering another employee's timesheet or records, or causing
someone to alter your timesheet or records.
Disciplinary Actions
This Disciplinary Actions Policy applies to all regular employees
who have completed the Introductory Period.
This policy pertains to matters of conduct as well as the
employee's competence. However, an employee who does not
display satisfactory performance and accomplishment on the job
may be dismissed, in certain cases, without resorting to the steps
set forth in this policy.
Under normal circumstances, employees are expected to follow
the procedure outlined below. There may be particular situations,
however, in which the seriousness of the offense justifies the
omission of one or more of the steps in the procedure. Likewise,
there may be times when the company may decide to repeat a
disciplinary step.
Discipline Procedure
Unacceptable behavior that does not lead to immediate dismissal
may be dealt with in the following manner:
20
1. Verbal Warning
2. Written Warning and fine of $50 or 2% of commission
3. Decision-Making Leave / Counseling Session and fine of
$100 or 5% of commission
4. Termination
To insure that our business is conducted properly and efficiently,
you must conform to certain standards of attendance, conduct,
work performance and other work rules and regulations. When a
problem in these areas does arise, your Manager will coach and
counsel you in mutually developing an effective solution. If,
however, you fail to respond to coaching or counseling, or an
incident occurs, requiring formal discipline, the following
procedures occur.
Step One: Verbal Warning
Your Manager will meet with you to discuss the problem or
violations, making sure that you understand the nature of the
problem or violation, and the expected remedy. The purpose of
this conversation is to remind you of exactly what the rule or
performance expectation is and also to remind you that it is your
responsibility to meet our expectations.
You will be informed that the Verbal Warning is the first step of
the discipline procedure. Your Manager will fully document the
Verbal Warning, which will remain in effect for three (3) months.
Documentation of the incident will remain in the confidential
department file and will not be placed in your personnel record,
unless another disciplinary event occurs.
Step Two: Written Warning
If your performance does not improve within the three (3) weeks
period, or if you are again in violation of A.Y.T. INC. practices,
rules or standards of conduct, your Manager will discuss the
21
problem with you, emphasizing the seriousness of the issue and
the need for you to immediately remedy the problem. Your
Manager will advise you that you are now fined $50 or 5% of
commission and are at the second formal level of disciplinary
action. After the meeting your Manager will write a memo to you
summarizing the discussion and your agreement to change. A
copy of the memo will be placed in your personnel file.
The Written Warning will remain in effect for three (3) weeks.
Step Three: Decision
If your performance does not improve within the three (3) weeks
period following the Written Warning, or if you are again in
violation of the company practices, rules or standards of conduct,
you will be fined $100 or 10% of commission. The DecisionMaking is the third and final step of our disciplinary process.
A copy will be placed in your personnel file. You will have the
right to appeal to the team of two managers and one employee.
If you are unwilling to make such a commitment for an appeal,
you may either resign or be terminated.
Crisis Suspension
If you commit any of the actions listed below, or any other action
not specified but similarly serious, you will be terminated
1. Theft.
2. Falsification of company records.
3. Failure to follow safety practices.
4. Breach of Confidentiality Agreement.
5. Threat of doing or initiating bodily harm.
6. Willful or negligent destruction of property.
22
7. Use and/or possession of intoxicants, drugs or narcotics.
The provision of this Disciplinary Policy is not a guarantee of its
use. We reserve the right to terminate employment at any time,
with or without reason. Additionally, we reserve the right to
prosecute any employee for any of the above infractions.
Introductory Period
Your first ninety (90) days of employment with us are considered
an Introductory Period, and during that period you will not be
eligible for benefits described in this Employee Manual unless
otherwise required by law. This Introductory Period will be a time
for getting to know your fellow employees, your Manager and the
tasks involved in your job position, as well as becoming familiar
with our products and services. This simply means that we want
to make sure that you can handle your work and that your
abilities are being properly applied before transferring you to the
regular payroll.
This Introductory Period is a "getting acquainted" time for both
you, as an employee, and A.Y.T. INC. as an employer. During
this Introductory Period, A.Y.T. INC. will evaluate your suitability
for employment, and you can evaluate us as well. Please
understand, however, that completion of the Introductory Period
does not guarantee continued employment, as employment is
always at-will. You are free to terminate your employment at any
time, with or without reason, and we may choose to terminate
your employment at any time, with or without reason.
At the end of the Introductory Period, your Manager will discuss
your job performance with you. This review will be similar to the
job performance review that is held for regular full-time or parttime employees on an annual basis.
A former employee who has been rehired after a separation from
us of more than one (1) year is considered an introductory
employee during their first ninety (90) days following rehire.
23
Part time employees hired as full time employees will begin their
introductory period on the day that they are hired as a full time
employee. No prior time worked as a part time employee will
count toward the fulfillment of the Introductory Period.
Anniversary Date
The first day you report to work is your "official" anniversary date.
Your anniversary date is used to compute various conditions and
benefits described in this Employee Manual.
Immigration Law Compliance
All offers of employment are contingent on verification of your
right to work in the United States. On your first day of work you
will be asked to provide original documents verifying your right to
work and, as required by federal law, to sign Federal Form I-9,
Employment Eligibility Verification Form. If you at any time
cannot verify your right to work in the United States, we may be
obliged to terminate your employment.
New Employee Orientation
Your supervisor is a vital part of management and will help you
get off to a good start to do your work efficiently. You will be
advised about your job, shown where things are, and introduced
to your fellow workers by your Manager. Look to your Manager
for job instruction.
While at A.Y.T. INC., your manager will be glad to answer your
questions and give you the help you need to do a good job. Give
your Manager your best cooperation and follow your Manager’s
instructions.
WORK SCHEDULE
Business Hours
The regular operating hours for the shop is from 8:00 A.M. to
6:00 P.M. Monday through Friday, from 8:00 A.M. to 4:00 P.M.
on Saturday. The normal workweek consists of five (5) days.
Your particular hours of work and the scheduling of your meal
period will be determined and assigned by your Manager. A
30minute scheduled lunch break. AYT reserves the right at any
24
time to change the work week. Should you have any questions
concerning your work schedule, please ask your Manager.
Attendance
Be on time at all times. You should not start work earlier than
your scheduled starting time, nor work later than your scheduled
quitting time without specific written approval. However, you
should be ready to start work at your scheduled starting time.
Tardiness
Tardy is defined as arriving five minutes late for the assigned
shift or arriving on time but not ready to work for the assigned
shift. A.Y.T. INC. strongly discourages tardiness, because it
causes an undue hardship on other employees. Repeated
tardiness may be cause for disciplinary action, up to and
including termination. Employees must not only arrive on time,
but they must be physically and mentally ready to work at the
scheduled time. If tardiness is unavoidable due to circumstances
beyond the employee’s control, he or she should call and notify
the manager on duty, including the nature of the problem causing
the delay and an estimate of the employee’s arrival time. This is
our policy in regards to tardiness.
Within an eight week period:
First Tardy Verbal warning and entry in personnel
record
Second Tardy Verbal warning and fined $25 or 1%
commission
Third Tardy Entry in personnel record and fined $50 or
2% commission
Fourth Tardy Termination
Of course, if the employee calls ahead with an acceptable or
valid excuse, we will disregard the tardy.
Absence
It is important that you report for work each day and be ready for
work at your regular starting time. You are part of a team and
your absence could affect the work of many of your fellow
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workers. From time to time, it may be necessary for you to be
absent from work. We are aware that emergencies, illnesses, or
pressing personal business that cannot be scheduled outside
your work hours may arise.
When you call in to inform us of an unexpected absence or late
arrival, simply ask for your Manager. If you're arriving to work
late, please let your Manager know when you expect to arrive for
work. If you are unable to call in yourself because of an illness,
emergency or for some other reason, be sure to have someone
call for you. Call in to give at least one hour’s notice for any
absence.
Note: Information on the types of leaves offered and their
qualification criteria are included in the "Leaves" section of this
Employee Manual.
Meal and Break Periods
You are entitled to two (2) ten (15) minute break each workday.
These breaks should be scheduled with your Manager. If you
work in a department where breaks are not directly assigned,
please coordinate with your co-workers to maintain adequate
coverage at all times.
If you work longer than four (4) hours, you will be given an
unpaid meal period. The time when meal periods are scheduled
varies among departments, depending on the needs of each
department. You are requested not to perform any work during
your regularly scheduled meal period. It is important to return to
work on time at the end of your meal period.
EMPLOYMENT CLASSIFICATIONS
At the time you are hired, you are classified as full-time, part-time
,temporary, or contractor. In addition, you are classified as either
non-exempt or exempt. All other policies described in this
Employee Manual and communicated by us apply to all
employees, with the exception of certain wage, salary and time
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off limitations applying only to "non-exempt" employees. If you
are unsure of which job classification your position fits into,
please ask your Manager.
Introductory Employee
An employee who has not successfully completed the
Introductory Period or someone that is in their first ninety (90)
days of employment.
Regular Full-Time Employee
An employee who has successfully completed their introductory
period (see the Introductory Period Policy for a specific definition)
and who works at least forty (40) hours per week is considered a
full-time employee.
Unless otherwise specified, the benefits described in this
Employee Manual apply only to full-time employees.
If you were a full-time employee and were laid off, you will be
considered a full-time employee upon return to work, provided
that you were not laid off for longer than one (1) year. If you
were a full-time employee and have been on an approved leave
of absence, upon return you will be considered a full-time
employee, provided you return to work as agreed in the
provisions of your leave.
Part-Time Employee
An employee who has successfully completed their introductory
period (see the Introductory Period Policy for a specific definition)
and who works at least five (5) hours a week but less than forty.
Independent Contractors
Any individual, usually self employed, who contracts with A.Y.T.
INC. to provide specific services for a designated project or a
designated tem as agreed by the company. Independent
contractors are not eligible for any benefits from the company.
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Non-Exempt and Exempt Employees
At the time you are hired, you will be classified as either
"exempt" or "non-exempt”. This is necessary because, by law,
employees in certain types of jobs are entitled to overtime pay for
hours worked in excess of forty (40) hours per work-week.
These employees are referred to as "non-exempt" in this
Employee Manual. This means that they are not exempt from
(and therefore should receive) overtime pay.
Note #1: See Wage and Salary Policies in the section of this
Employee Manual titled “Compensation” for a full description of
overtime payment policies.
Exempt employees are executives, professional staff, outside
sales representatives, officers, directors, owners and others
whose duties and responsibilities allow them to be “exempt” from
overtime pay provisions as provided by the Federal Fair Labor
Standards Act (FLSA) and any applicable state laws. If you are
an exempt employee, you will be advised that you are in this
classification at the time you are hired, transferred or promoted.
Personnel Records and Administration
The tasks of handling personnel records and related personnel
administration functions here have been assigned to the
Manager. Questions regarding insurance, wages, and
interpretation of policies may be directed to the Manager.
Upon experiencing a family status change, please notify your
Manager within thirty-one (31) days for benefit modifications, if
necessary.
You may see information that is kept in your own personnel file if
you wish, and you may request and receive copies of all
documents you have signed. Please make arrangements with
the Manager.
Your Medical Records File
All medical records, if any, will be kept in a separate ‘Confidential
File’. We maintain this information in the strictest confidence and
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may not use or disclose medical information about an employee
without the employee first having signed an authorization form
permitting such use or disclosure.
Compensation
The goal of our compensation program is to attract potential
employees, meet the needs of all current employees and
encourage well-performing employees to stay with our
organization. With this in mind, our compensation program is
built to balance both employee and our needs.
WAGE AND SALARY POLICIES
Compensation Philosophy
It is our desire to pay all regular employees' wages and salaries
that are competitive with other employers in the marketplace in a
way that will be motivational, fair and equitable. Compensation
may vary with individual and company performance and in
compliance with all applicable statutory requirements.
A.Y.T. INC. applies the same principles of fairness to all
employees, regardless of organizational level, race, color,
citizenship status, national origin, ancestry, gender, sexual
orientation, age, religion, creed, physical or mental disability,
marital status, veteran status, political affiliation, or any other
factor protected by law.
Basis for Determining Pay
Several factors may influence your rate of pay. Some of the
items considered are the nature and scope of your job, what
other employers pay their employees for comparable jobs
(external equity), what we pay our employees in comparable
positions (internal equity), and individual as well as their
performance.
Pay Period and Hours
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For hourly employees the payroll periods are weekly. On every
Friday, hourly employees are paid for their hours from Sunday
thru Saturday from the preceding week.
When a scheduled payday falls on a holiday, your paycheck is
distributed on the last work day preceding the holiday. If you are
absent on any pay day, you may, upon your return, obtain your
pay from management. In order to protect you, your paycheck
will not be distributed to anyone else except upon written
authorization from you.
Paycheck Distribution
Your paycheck will be in distributed to you by 6:00 P.M. on
Friday.
Computing Pay
We will compute your time on the basis of a forty (40) hour workweek.
Mandatory Deductions from Paycheck
It is required by law to make certain deductions from your
paycheck each time one is prepared. Among these are the
Federal, State, and Local Income Taxes and your contribution to
Social Security as required by law. These deductions will be
itemized on your check stub. The amount of the deductions will
depend on your earnings and on the information you furnish on
your W-4 form regarding the number of exemptions you claim. If
you wish to modify this number, please request a new W-4 form
from your Team Leader immediately. Only you may modify your
W-4 form. Verbal or written instructions are not sufficient to
modify withholding allowances. We advise you to check your
pay stub to ensure that it reflects the proper number of
withholdings.
The W-2 form you receive annually reflects how much of your
earnings were deducted for these purposes.
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Any other mandatory deductions to be made from your
paycheck, such as court-ordered garnishments, will be explained
whenever we are ordered to make such deductions.
Note: Please see "Wage Garnishments" later in this section for
further information.
Error in Pay
Every effort is made to avoid errors in your paycheck. If you
believe an error has been made, tell the Office Manager
immediately. He/she will take the necessary steps to research
the problem and to assure that any necessary correction is made
promptly.
Time Records
By law, we are obligated to keep accurate records of the time
worked by employees. These are done by your keying in
electronically on the computer terminal.
The computer records are the basis for computing your pay, so
you will want to have an accurate account of all the hours you
have worked. Always clock your own time daily as you report for
work and leave and whenever you leave the premises during
working hours, other than lunch periods.
Payroll amounts will be calculated for the total hours marked at
the time the payroll is issued. To avoid losing hours, be sure to
mark your card each and every day before you leave, and
always by Saturday, being the last day of the payroll period,
weekly. Since payroll checks are computer generated weekly
only, it is extremely important to avoid lost time, to mark your
time by the end of the pay period.
Wage Garnishments
We hope you will manage your financial affairs so that we will not
be obligated to execute any court-ordered wage garnishments.
However, when court-ordered deductions are to be taken from
your paycheck, you will be notified.
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A.Y.T. INC. acts in accordance with the federal Consumer Credit
Protection Act, which places restrictions on the total amount that
may be garnished from your paycheck.
Note: Please see the Mandatory Deductions from Paycheck
Policy earlier in this section for further information.
Performance and Compensation Reviews
Performance Reviews
Because we want you to grow and succeed in your job, we
conduct a formal review annually for each employee. New
employees may be reviewed more often and particularly near the
end of their Introductory Period. A review may also be
conducted in the event of a promotion or change in duties and
responsibilities.
During a formal performance review your Manager may cover
the following areas:
The quality and quantity of your work.
Strengths and areas for improvement.
Attitude and willingness to work.
Initiative and teamwork.
Attendance.
Customer service orientation.
Problem solving skills.
Ongoing professional growth and development.
Additional areas may also be reviewed as they relate to your
specific job.
Your review provides a golden opportunity for collaborative, twoway communication between you and your Manager. This is a
good time to discuss your interests and future goals. Your
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Manager is interested in helping you to progress and grow in
order to achieve personal as well as work-related goals -
perhaps he/she can recommend further training or additional
opportunities for you. The performance review gives your
Manager an opportunity to suggest ways for you to advance and
make your job here more fulfilling.
Your Manager can answer any questions you may have about
the performance review process.
Compensation Reviews
A.Y.T. INC. compensation reviews are usually conducted
annually for the facility as a whole.
An individual's pay will depend on how consistently he/she
performs over a given period of time. The overall performance
rating will influence the compensation adjustment.
In addition to individual job performance reviews, we periodically
conduct a review of your work to insure that we are fully aware of
any changes in the duties and responsibilities of each position
and those changes are recognized and adequately
compensated.
OTHER COMPENSATION PROGRAMS AND POLICIES
Retirement
Benefits
Eligibility for Benefits
If you are a full-time employee, you will enjoy all of the benefits
described in this Employee Manual as soon as you meet the
eligibility requirements for each particular benefit. Coverage is
available to you and your dependents as defined in the benefit
summary plan descriptions.
If you are a part-time employee, you will enjoy only those
benefits specifically required by law, provided that you meet the
minimum requirements set forth by law and in the benefit plan(s).
Temporary employees are not eligible for benefits.
No benefits are available to you during your Introductory Period,
except as otherwise provided by law.
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Note: Please see "Introductory Period" in the Employment
section of this Employee Manual for further information.
INSURANCE COVERAGE
Group Insurance
Because A.Y.T. INC. is dedicated to the health and well-being of
you, a comprehensive, quality insurance program is available to
the full time employee. You become eligible for coverage after
three (3) months employment and fill out the application firm. as
outlined in the individual plan eligibility requirements as defined
in the benefit summary plan descriptions.
The following benefit is provided, as defined and limited in the
literature provided by our insurance company:
Major Medical Care Coverage
Upon enrolling, you will obtain summary plan descriptions
describing your benefits in detail.
We will pay part of the cost of this program for the employee.
Dependent care coverage is also available. However, the
employee is responsible for half cost of any dependent coverage
that is desired.
GOVERNMENT REQUIRED COVERAGE
Workers' Compensation
All full time employees are entitled to Workers' Compensation
benefits. This coverage is automatic and immediate and protects
you from an on-the-job injury. An on-the-job injury is defined as
an accidental injury suffered in the course of your work, or an
illness, which is directly related to performing your assigned job
duties. The company pays for this job-injury insurance. If you
cannot work due to a job-related injury or illness, Workers'
Compensation insurance pays your medical bills and provides a
portion of your income until you can return to work.
All injuries or illnesses arising out of the scope of your
employment must be reported to your Manager immediately.
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Prompt reporting is the key to prompt benefits. Benefits are
automatic, but nothing can happen until your employer knows
about the injury. Insure your right to benefits by reporting every
injury, no matter how slight.
Employees returning to work after being absent due to a workrelated injury must report to their Manager prior to beginning
work and must bring a doctor's clearance for returning to work.
Social Security
The United States Government operates a system of mandated
insurance known as Social Security. As a wage earner, you are
required by law to contribute a set amount of your weekly wages
to the trust fund from which benefits are paid. As your employer,
A.Y.T. INC. is required to deduct this amount from each
paycheck you receive. In addition, we match your contribution
dollar for dollar, thereby paying one-half (1/2) of the cost of your
Social Security benefits.
Your Social Security number is used to record your earnings.
Employees are encouraged to protect your Social Security record
by ensuring your name and Social Security number on your pay
stub and W-2 Form are correct. You may also want to make sure
your earnings statement is accurate each year by requesting a
Personal Earnings and Benefit Estimate Statement from the U.S.
Social Security Administration by calling 1-800-772-1213 or you
may even access them on-line at www.ssa.gov.
VACATIONS
Vacation is a time for you to rest, relax, and pursue special
interests. We have provided paid vacation as one of the many
ways in which we show our appreciation for your work,
knowledge, skills, and talents; all of which contribute to make us
a leader in its field.
Our vacation plan is based on an employee’s continuous service
with A.Y.T. INC. You are expected to take your regular vacation
each year.
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Full-time employees with 12 months of continuous service in
consecutive pay periods are entitled to forty (40) hours of paid
vacation. Part-time employees are not eligible for any vacation
benefits. (Vacation hours begin accruing on your hire date, after
completing your Introductory Period).
Amount of Vacation
Eligible employees accrue vacation for each year of service. The
vacation accrual rate is based on length of employment, as
follows:
Years of Total Accrual
Employment Per Year (In Days)
Less than one year 0 Hours
More than one year 40 Hours
Paid Holidays
There will be six paid holidays per year: New Years Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving
Day, and Christmas Day. If a holiday falls on a Saturday or
Sunday, the employee will not receive holiday pay for that
day.(full time employee only)
Unpaid Leaves
Occasionally, for medical, personal, or other reasons, you may
need to be temporarily released from the duties of your job with
us. It is the policy of ours to allow its eligible employees to apply
for and be considered for certain specific leaves of absence.
The time may be counted against your accrued vacation time.
Thereafter, unless specifically accepted, any time off will be
without pay.
Failure to return to work as scheduled from an approved leave of
absence or to inform your Manager of an acceptable reason for
not returning as scheduled will be considered a voluntary
resignation of employment.
All requests for leaves of absence shall be submitted in writing to
your Manager. Each request shall provide sufficient detail such
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as the reason for the leave, the expected duration of the leave,
and the relationship of family members, if applicable.
There are several types of unpaid leaves for which you may be
eligible.
Military Leave of Absence
If you are a full-time employee and are inducted into the U.S.
Armed Forces, you will be eligible for re-employment after
completing military service, provided:
1. You show your orders to your Manager as soon as you
receive them.
You satisfactorily complete your active duty service.
3. You enter the military service directly from your employment
with us.
4. You apply for and are available for re-employment within
ninety (90) days after discharge from active duty. If you are
returning from up to six (6) months of active duty for training,
you must apply within thirty (30) days after discharge.
SAFETY
General Employee Safety
We are committed to the safety and health of all employees and
recognize the need to comply with regulations governing injury
and accident prevention and employee safety. Maintaining a safe
work environment, however, requires the continuous cooperation
of all employees.
We will maintain safety and health practices consistent with the
needs of our industry. If you are ever in doubt about how to
safely perform a job, it is your responsibility to ask your Manager
for assistance. Any suspected unsafe conditions and all injuries
that occur on the job must be reported immediately. Compliance
with these safety rules is considered a condition of employment.
Therefore, it is a requirement that each Manager make the safety
37
of employees an integral part of her/his regular management
functions. It is the responsibility of each employee to accept and
follow established safety regulations and procedures.
We strongly encourage you to communicate with your Manager
regarding safety issues.
Reporting Safety Issues
All accidents, injuries, potential safety hazards, safety
suggestions and health and safety related issues must be
reported immediately to your Manager. If you or another
employee is injured, you should contact outside emergency
response agencies, if needed. If an injury does not require
medical attention, a Manager and Employee Report of Accident
Form must still be completed in case medical treatment is later
needed and to insure that any existing safety hazards are
corrected. The Employee's Claim for Worker's Compensation
Benefits Form must be completed in all cases in which an injury
requiring medical attention has occurred.
Federal law (Occupational Safety and Health Administration)
requires that we keep records of all illnesses and accidents that
occur during the workday. If you fail to report an injury, you may
jeopardize your right to collect workers' compensation payments
as well as health benefits. OSHA also provides for your right to
know about any health hazards, which might be present on the
job. Should you have any questions or concerns, contact your
Manager for more information.
Entering and Leaving the Premises
At the time you are hired, you were advised about the proper
entrances and exits for our employees, as well as unauthorized
areas, if any. Our policy prohibits unescorted or unauthorized
visitors in our work areas. If you are expecting visitors, such as
clients, customers or friends, please limit to your scheduled lunch
break. You are expected to abide by these rules at all times.
Security Checks
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We may exercise its right to inspect all packages and parcels
entering and leaving our premises.
SAFETY RULES
Safety is everybody's business. Safety is to be given primary
importance in every aspect of planning and performing all of our
activities. We want to protect you against industrial injury and
illness, as well as minimize the potential loss of production.
Below are some general safety rules to assist you in making
safety a regular part of your work. Your Manager may post other
safety procedures in your department or work area.
Working Safely
Safety is everyone's responsibility. Remind your co-workers
about safe work methods. Immediately report any suspected
hazards and all accidents to your Manager.
Lifting
Ask for assistance when lifting or moving heavy objects. Bend
your knees, get a firm grip on the object, hold it close to your
body and space your feet for good balance. Lift using your
stronger leg muscles, not your weaker back muscles.
Materials Handling
Do not throw objects. Always carry or pass them. Use
flammable items, such as cleaning fluids, with caution. Also,
stack materials only to safe heights.
Trash Disposal
Keep sharp objects and dangerous substances out of the
trashcan. Items that require special handling should be disposed
of in approved containers.
Cleaning Up
To prevent slips and tripping, clean up spills and pick up debris
immediately.
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Preventing Falls
Keep aisles and work clear and well lighted. Walk, don’t run!
Watch your step.
Handling Tools
Exercise caution when handling objects and tools. Do not use
broken, defective or greasy tools. Use tools for their intended
purpose only. .
Falling Objects
Store objects and tools where they won't fall. Do not store heavy
objects or glass on high shelves.
Work Areas
Keep cabinet doors and file and desk drawers closed when not in
use. Remove or pad torn, sharp corners and edges. Keep
drawers closed. Open only one drawer at a time.
Using Ladders
Place ladders securely. Do not stand on boxes, chairs or other
devices not intended to be used as ladders.
Personal Protective Equipment
Always wear or use appropriate safety equipment as required in
your work. Wear appropriate personal protective equipment, like
shoes, gloves, and goggles, when working on an operation that
is potentially hazardous. Also, wear gloves whenever handling
scrap materials.
Electrical Hazards
Do not stand on a wet floor while using any electrical apparatus.
Keep extension cords in good repair. Don't make unauthorized
connections or repairs. Do not overload outlets.
Report Injuries
Immediately report all injuries, no matter how slight, to your
Manager.
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Ask Questions
If you are ever in doubt regarding the safe way to perform a task,
please do not proceed until you have consulted a Manager.
Employees will not be asked to perform any task that may be
dangerous to their health, safety or security. If you feel a task
may be dangerous, inform your Manager at once.
We strongly encourage employee participation and your input on
health and safety matters. Employees may report potential
hazards and make suggestions about safety without fear of
retaliation. We appreciate, encourage and expect this type of
involvement! The success of the safety program relies on the
participation of all employees. Though it is our responsibility to
provide for the safety, health and security of its workers during
working hours, it is the responsibility of each employee to abide
by the rules, regulations and guidelines set forth.
Remember, failure to adhere to these rules will be considered
serious infractions of safety rules and will result in disciplinary
actions.
Fire Prevention
Know the location of the fire extinguisher(s) in your area and
make sure they are kept clear at all times. Notify your Manager if
an extinguisher is used or if the seal is broken. Keep in mind
that extinguishers that are rated ABC can be used for paper,
wood, or electrical fires. Make sure all flammable liquids are
stored in approved and appropriately labeled safety cans and are
not exposed to any ignition source.
In Case of Fire
If you are aware of a fire, you should:
Dial 911 or the local fire department.
If possible, immediately contact your Manager. Evacuate all
employees from the area.
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If the fire is small and contained, locate the nearest fire
extinguisher. Employees who are knowledgeable in the
correct use of fire extinguishers should only attempt this.
If the fire is out of control, leave the area immediately. No
attempt should be made to fight the fire.
When the fire department arrives, direct the crew to the fire. Do
not re-enter the building until directed to do so by the fire
department.
Emergency Evacuation
If you are advised to evacuate the building, you should:
Stop all work immediately.
Contact outside emergency response agencies, if needed.
Shut off all electrical equipment and machines, if possible.
Walk to the nearest exit, including emergency exit doors.
Exit quickly, but do not run. Do not stop for personal
belongings.
Proceed, in an orderly fashion, to a parking lot near the
building. Be present and accounted for during roll call.
Do not re-enter the building until instructed to do so.
Housekeeping
Neatness and good housekeeping are signs of efficiency. You
are expected to keep your work area neat and orderly at all times
- it is a required safety precaution.
If you spill a liquid, clean it up immediately. Do not leave tools,
materials, or other objects on the floor, which may cause others
to trip or fall. Keep aisles, stairways, exits, electrical panels, fire
extinguishers, and doorways clear at all times.
Easily accessible trash receptacles are located throughout the
building. Please put all litter and recyclable materials in the
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appropriate receptacles and containers. Always be aware of
good health and safety standards, including fire and loss
prevention.
Please do not leave food items in drawers or in-shop work areas.
Please refrain from leaving foodstuffs out overnight in break
room while working at a job site. Items should be either placed in
the refrigerator or taken home by the employee.
Please report anything that needs repairing or replacing to your
Manager immediately.
Office Safety
Office areas present their own safety hazards. Please be sure to:
Leave desk, file or cabinet drawers firmly closed when not in
use.
Open only a single drawer of a file cabinet at a time.
Arrange office space to avoid tripping hazards, such as
telephone cords or calculator electrical cords.
Remember to lift things carefully and to use proper lifting
techniques.
Property and Equipment Care
It is your responsibility to understand the machines needed to
perform your duties. Good care of any machine that you use
during the course of your employment, as well as the
conservative use of supplies, will benefit you and us. If you find
that a machine is not working properly or in any way appears
unsafe, please notify your Manager immediately so that repairs
or adjustments may be made. Under no circumstances should
you start or operate a machine you deem unsafe, nor should you
adjust or modify the safeguards provided. Hard hats must be
worn as required by OSHA. Safety glasses are mandatory on all
job sites. Employees are expected to adhere to Shaffer Electric
and our client’s safety policy.
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Do not attempt to use any machine or equipment you do not
know how to operate, or if you have not completed training on
the proper use of the machine or equipment.
Security
Maintaining the security of our buildings and vehicles is every
employee's responsibility. Develop habits that insure security as
a matter of course. For example:
Know the location of all alarms and fire extinguishers, and
familiarize yourself with the proper procedure for using them,
should the need arise.
When you leave the premises make sure that all entrances
are properly locked and secured if you are the last person to
leave.
Smoking
Please smoke in only designated areas. Please be courteous
and concerned about the needs of your fellow employees and
others.
All employees are expected to abide by this policy while at work.
Separation of Employment
Termination
A.Y.T INC. operates under the principle of at-will employment.
This means that neither you nor we have entered into a contract
regarding the duration of your employment. You are free to
terminate your employment with us at any time, with or without
reason. Likewise, we have the right to terminate your
employment, or otherwise discipline, transfer, or demote you at
any time, with or without reason, at the discretion of A.Y.T. INC.
A.Y.T. INC. hopes and expects that you will give at least two (2)
weeks notice in the event of your resignation. Any accrued but
44
unused Vacation time will be paid out at the time of employment
termination.
Former Employees
Depending on the circumstances, we may consider a former
employee for re-employment. Such applicants are subject to our
usual pre-employment procedures. To be considered, an
applicant must have been in good standing at the time of their
previous termination of employment with us.
Post-Employment Inquiries
A.Y.T. INC. does not respond to oral requests for references. In
the event your employment with us is terminated, either
voluntarily or involuntarily, your Manager may be able to provide
a reference to potential employers only if you have completed
and signed a release form.
As an employee of ours, do not under any circumstances
respond to any requests for information regarding another
employee unless it is part of your assigned job responsibilities. It
if is not, please forward the information request to your Manager.
Workplace Policies
This Employee Manual is designed to answer many of your
questions about the practices and policies of A.Y.T. INC. Feel
free to consult with your Manager for help concerning anything
you don't understand.
Communications
Successful working conditions and relationships depend upon
successful communication. Not only do you need to stay aware
of changes in procedures, policies and general information, you
also need to communicate your ideas, suggestions, personal
goals or problems as they affect your work.
In addition to the exchanges of information and expressions of
ideas and attitudes which occur daily, make certain you are
aware of and utilize all company methods of communication,
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including this Employee Manual, bulletin boards, discussions
with your Manager, memoranda, staff meetings, newsletters,
training sessions, and company e-mail and intranet.
You will receive other information booklets, such as your
insurance booklets, from time to time. You may take these
booklets home so that your family may know more about your job
and your benefits.
Company and Department Meetings
On occasion, we may request that you attend a companysponsored meeting. If this is scheduled during your regular
working hours, your attendance is required.
Computer Software (Unauthorized Copying)
A.Y.T. INC. does not condone the illegal duplication of software.
The copyright law is clear. The copyright holder is given certain
exclusive rights, including the right to make andistribute copies.
Title 17 of the U.S. Code states that, "it is illegal to make or
distribute copies of copyrighted material without authorization"
(Section 106). The only exception is the users' right to make a
backup copy for archival purposes (Section 117).
The law protects the exclusive rights of the copyright holder and
does not give users the right to copy software unless the
manufacturer does not provide a backup copy. Unauthorized
duplication of software is a federal crime. Penalties include fines
up to and including $250,000, and jail terms of up to five (5)
years.
Even the users of unlawful copies suffer from their own illegal
actions. They receive no documentation, no customer support
and no information about product updates.
1. A.Y.T. INC. licenses the use of computer software from a
variety of outside companies. We do not own this software
or related documentation and, unless authorized by the
software manufacturer, do not have the right to reproduce it.
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2. With regard to use on local area networks or on multiple
machines, our employees shall use the software only in
accordance with the software publisher's license agreement.
3. Our employees learning of any misuse of software or related
documentation within the company must notify their Manager
or our legal counsel immediately.
4. According to the U.S. Copyright Law, illegal reproduction of
software can be subject to civil damages and criminal
penalties, including fines and imprisonment. Our employees
who make, acquire or use unauthorized copies of computer
software shall be disciplined as appropriate under the
circumstances. Such discipline may include termination.
Computers and Electronic Mail Usage Policy
This policy is to advise those who use our business equipment
on the subject of access to and disclosure of computer-stored
information and electronic mail messages created, sent or
received by our employees with the use of our equipment.
This policy also sets forth policies on the proper use of the
computer and electronic mail systems provided by us.
A.Y.T. INC. property, including computers and electronic mail
should only be used for conducting company business.
Incidental and occasional personal use of company computers
and electronic mail systems is permitted, but information and
messages stored in these systems will be treated no differently
from other business-related information and messages, as
described below.
The use of the electronic mail system may not be used to solicit
for commercial ventures, religious or political causes, outside
organizations, or other non-job related solicitations. Furthermore,
the electronic mail system is not to be used to create any
offensive or disruptive messages. Among those which are
considered offensive, are any messages which contain sexual
47
implications, racial slurs, gender-specific comments, or any other
comments that offensively address someone's age, sexual
orientation, religious or political beliefs, national origin, or
disability. In addition, the electronic mail system shall not be
used to send (upload) or receive (download) copyrighted
materials, trade secrets, proprietary financial information, or
similar materials without prior authorization.
Although we provides certain codes to restrict access to
computers and electronic mail to protect these systems against
external parties or entities obtaining unauthorized access,
employees should understand that these systems are intended
for business use, and all computer information and electronic
mail messages are to be considered as company records.
We also must be able to respond to proper requests resulting
from legal proceedings that call for electronically stored
evidence. Therefore, A.Y.T. INC. must, and does, maintain the
right and the ability to enter into any of these systems and to
inspect and review any and all data recorded in those systems.
Because A.Y.T. INC. reserves the right to obtain access to
electronic mail messages left on or transmitted over these
systems, employees should not assume that such messages are
private and confidential or that we or its designated
representatives will not have a need to access and review this
information. Individuals using our business equipment should
also have no expectation that any information stored on their
computer - whether the information is contained on a computer
hard drive, computer disks or in any other manner - will be
private.
A.Y.T. INC. has the right to, but does not regularly monitor
electronic mail messages. We will, however, inspect the
contents of computers or electronic mail in the course of an
investigation triggered by indications of unacceptable behavior or
as necessary to locate needed information that is not more
readily available by some other less intrusive means.
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The contents of computers and electronic mail, properly obtained
for only legitimate business purpose, may be disclosed to us.
Given our right to retrieve and read any electronic mail
messages, such messages should be treated as confidential by
other employees and accessed only by the intended recipient.
Any employee who violates this policy or uses the electronic
communication systems for improper purposes may be subject to
discipline, up to and including termination.
Cell phones
Certain employees are given cell phones for business
use. A.Y.T INC. does not mind the use of phone for personal
reasons however please don’t abuse this privilege. Also while
performing work on a customer’s premises refrain from
the use of phone during non break hours unless in a case of
emergency.
Contributions
From time to time, we may make donations to worthwhile
charities and colleges in its own name. Contributions are made
only in communities where our employees will benefit. The
Owner will make all decisions concerning contributions.
Dress Code and Personal Appearance
Please understand that you are expected to dress and groom
yourself in accordance with accepted social and business
standards, particularly if your job involves dealing with customers
or visitors in person.
A neat, tasteful appearance contributes to the positive
impression you make on our customers. You are expected to be
suitably attired and groomed during working hours or when
representing A.Y.T. INC. A good, clean appearance bolsters
your own poise and self-confidence and greatly enhances our
company image. Employees should wear the designated shirts,
aprons or jackets that have been provided by the Company.
49
Personal appearance should be a matter of concern for each
employee. If your Manager feels your attire and/or grooming is
out of place, you may be asked to leave your workplace until you
are properly attired and/or groomed. Employees who violate
dress code standards may be subject to appropriate disciplinary
action.
Drug-Free Workplace Policy
A.Y.T. INC. is a community in which responsibilities and
freedoms are governed by policies and codes of behavior,
including penalties for violations of these standards as stated in
your Employee Manual. We have a standard of conduct which
prohibits the unlawful possession, use, or distribution of illicit
drugs and alcohol by employees on ours site and/or client sites
or as a part of our activities. We will impose disciplinary
sanctions on employees ranging from educational and
rehabilitation efforts up to and including expulsion or termination
of employment and referral for prosecution for violations of the
standards of conduct. Each situation will be looked at on a caseby-case basis.
It is the goal of ours to maintain a drug-free workplace. To that
end, and in the spirit of the Drug-Free Workplace Act of 1988, we
have adopted the following policies:
1. The unlawful manufacture, possession, distribution, or use of
controlled substances is prohibited in the workplace.
2. Employees who violate this prohibition are subject to
corrective or disciplinary action as deemed appropriate, up to
and including termination.
3. As an on-going condition of employment, employees are
required to abide by this prohibition and to notify, in writing
and within five (5) days of the violation, her/his Manager of
any criminal drug statute conviction they receive.
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4. If an employee receives such a conviction the company shall:
take appropriate personnel action against the employee, up
to and including termination.
Use of Company Vehicle
If you are authorized to operate a company vehicle in the course
of your assigned work, or if you operate your own vehicle in
performing your job, you must adhere to the following rules:
1. You must be a licensed driver.
2. You must maintain weekly mileage reports.
3. You are responsible for following all the manufacturer's
recommended maintenance schedules to maintain valid
warranties, and for following the manufacturer's
recommended oil change schedule.
4. A.Y.T. INC. provides insurance on company vehicles,
however, you will be considered completely responsible for
any accidents, fines, moving or parking violations incurred.
5. You must keep the vehicle clean at all times. You must also
wash and vacuum the vehicle as often as necessary. You will
be reimbursed for your reasonable expense of keeping the
vehicle clean. Please retain any receipts for reimbursement.
6. Persons not authorized or employed by us cannot operate or
ride in a company vehicle.
Prior to operation of any company vehicle, your Manager will
train you on the appropriate steps to take if you are involved
in an accident - filling out the accident report, getting names
of witnesses and so on.
The personal use of Company Vehicles is not allowed.
Violence in the Workplace Policy
A.Y.T. INC. has adopted a policy prohibiting workplace violence.
Consistent with this policy, acts or threats of physical violence,
including intimidation, harassment, and/or coercion, which
51
involve or affect us or which occur on our property will not be
tolerated.
Acts or threats of violence include conduct which is sufficiently
severe, offensive, or intimidating to alter the employment
conditions at A.Y.T INC., or to create a hostile, abusive, or
intimidating work environment for one or several employees.
Examples of workplace violence include, but are not limited to,
the following:
1. All threats or acts of violence occurring on our premises,
regardless of the relationship between A.Y.T. INC. and the
parties involved.
2. All threats or acts of violence occurring off our premises
involving someone who is acting in the capacity of a
representative of A.Y.T. INC.
Specific examples of conduct that may be considered threats or
acts of violence include, but are not limited to, the following:
1. Hitting or shoving an individual.
2. Threatening an individual or his/her family, friends,
associates, or property with harm.
3. Intentional destruction or threatening to destruct A.Y.T. INC.
property.
4. Making harassing or threatening phone calls.
5. Harassing surveillance or stalking (following or watching
someone).
6. Unauthorized possession or inappropriate use of firearms or
weapons.
The prohibition against threats and acts of violence applies to all
persons involved in our operation, including but not limited to
personnel, contract, and temporary workers and anyone else on
company property. Violations of this policy by any individual on
52
company property will lead to disciplinary action, up to and
including termination and/or legal action as appropriate.
Every employee is encouraged to report incidents of threats or
acts of physical violence of which he/she is aware. The report
should be made to your Manager.
各位新﹐舊同仁﹐您好﹗
在各位同仁有機會參閱 這 A.Y. T 員工手冊前﹐A.Y.T INC 感謝舊員工多
年來的付出﹐ 也同時歡迎所有新員工的加入﹐希望勞﹐資雙方共同努力
﹐能為顧客提供最優之汽車維修服務﹐也為雙方開創和鞏固更美好的將
來。
眾所周知﹐ 一個能保障員工經濟來源﹐能為員工提供最佳工作環境﹐福
利之機構﹐是需要有一套完善﹐合理﹐公平之管理守則﹐故經公司創辦
人 (GARY ZHU) 與屬下之管理階層多次研商後﹐特制定 “A.Y.T. 員工守
則“ 如下。 望諸位能緊守工作本份﹐嚴防出誤。在工作時間內能有所發
揮﹐有所貢獻。避免不必要的差誤﹐與其他員工保持該有的專業守則﹐
與公司管理階層保持良好的溝通﹐共同發展更理想的工作環境。
本守則為中文翻譯版﹐因公司註冊﹐運作於美國﹐一切法律細節皆以英
語為準﹐故此中文版本內一切守則詳情﹐尤其是有關於法律上的細節﹐
皆以英語版為準。
公司鼓勵華人員工多接觸﹐了解﹐學習英語和如何更能融入美國社會﹐
提高在美國生活層次﹐增加發展機會。公司主管認為此中文版本應勾劃
出工作上該注意之重要議題﹐事項。如有疑問﹐爭議﹐歡迎隨時﹐主動
向管理階層提出。員工於簽收此守則後﹐代表該員工接受﹐瞭解和遵守
公司所定章程﹐免去未來於解聘﹐獎罰﹐昇職過程中有所爭辯。
53
A.Y.T INC 期勉各新﹐舊員工緊守專業精神﹐共創一個歡愉之工作環境
。
A.Y.T 員工守則總覽﹕
1) 此守則如有任何更改﹐公司總裁會以書面更正。任何其他管理層之口
頭﹐文字修改不作有效。
2) 如在此守則內有某部份需更改或有爭議﹐其他部份仍然有效。
3) A.Y.T. 或 任何員工間並無合約型式之勞資關係。
A.Y.T 公司對員工之承諾﹕
1) 賞﹐罰分明: 有功﹐勤奮者﹐升遷機會優先
2) 聘用﹐解僱﹐升級或任何工作中的關係﹐絕無因個人之種族﹐膚色﹐
體型﹐外貌﹐信仰﹐國籍﹐年紀﹐政治立場﹐婚姻所屬﹐局部殘障，所
限制。
3) 公司會定時為員工作表現評審﹕論功行賞
4) 員工如符合預定資格﹐可領有薪假期
5) 員工如符合預定資格﹐可領健康保險福利
6) 升遷機會從有良好表現之舊員工開始。
7) 公司管理階層保證與員工保持開放式溝通渠道。
A.Y.T 對其屬下員工-(您-)的期望﹕
1) 不管是與顧客﹐同僚﹐上司﹐皆要保持友善﹐真誠之關係。
2) 工作中能發揮該有的效率﹐專業水平。儘量避免差誤。
3) 絕無破壞﹐盜取和出賣公司或个人財產之行為。
4) 如無公司同意﹐絕不利用在職或私人時間﹐賺取與公司利益有沖突之
額外經濟收入 (如有兼職它業者﹐需通告並獲公司同意)。
中斷勞資關係之裝況﹕
以下三項裝況﹐如犯有其中任何一項﹐皆被認作自動辭職論
口頭或書面﹐正式請辭
休假期限超過公司批准之長度
無預告或任何聯絡之曠職情形
如犯有：不稱職﹐行為不檢﹐經常性遲到﹐或不斷曠工﹐帶歧視性心態
﹐騷擾同僚和其他違反本守則之行為﹐皆構成被解僱的理由。
保密責任﹕
54
任何在職員工 (或離職後) ﹐皆被要求在關乎來貨價目﹐貨源等商業資
訊，公司运作上﹐替 A.Y.T 保密。如有遇上被詢有關資訊﹐請告對方與
A.Y.T 聯絡。
公平就業法例﹕
A.Y.T 乃百分百支持美國聯邦 “公平就業法律” 之私營機構。此法例之
詳情可參照英語版內容。
性騷擾法案﹕
A.Y.T 乃百分百支持美國聯邦 “性騷擾法案” 之私營機構。此法例之詳
情可參照英語版內容。
(如有察覺此類個案﹐請即通知管理層或公司總裁﹐公司絕不容許任何員
工騷擾其他同僚)
員工背景調查﹕
任何欲申請為員工者﹐在被接納為正式員工前﹐公司會作詳盡﹐公平之
背景調查。此程序包括--教育背景﹐信用狀水平﹐駕駛記錄﹐犯罪記錄﹐
健康状况，過往就業記錄等相關資訊。
員工駕駛記錄事項﹕
基於公司所購保險章程之需﹐ 任何員工皆需擁有良好駕駛記錄﹐並需擁
有認可有效之執照。如有任何變更或被吊銷﹐員工有責任知會顧主。如
被發現無照或記錄不良﹐顧主可採取懲罰行動或解聘。
絕不獲資方容忍事項﹕
以下為可設想到﹐但非所有可能發生之不良操守：
破壞或不守公司规定之守則﹐以至公司利益受損。
不守或不顧應有之安全規則﹐或破壞為保障安全而設之器具。
任何舉動有輕視或妄顧他人或自身安全之行为。
工作時間內吸食﹐擁有﹐販賣任何非法﹐限制類藥品﹐易燃物品。
於工作期间和公司范围内﹐任何時刻﹐嚴禁擁有槍火﹐炸藥﹐爆破物或
有殺傷力之化學品。
打鬥﹐威脅同仁或暴力行為
工作上不聽主管調用﹐採取不合作態度﹐在特殊需要時，拒絕與同仁互
相協助。
恐嚇﹐威脅或煽動同仁以達成個人利益﹐不論是否發生於工作時間內﹐
或工作場所內。
55
有意或無意破壞公司﹐同仁﹐客戶的財物。
盜取公司或個人財產﹐在未經同意下﹐私自使用公司其他员工的器材﹐
工具，被發現及獲罪者﹐馬上解僱並有被刑事起訴之可能。
不誠實﹐偽造文件﹐誤導公司管理階層。修改公司记录，假装有病和理
由而旷工者。
有意或無意破壞保密條款﹐向同業或外人透露公司商業上機密﹐裝況。
13) 散播謠言﹐中傷或損及他人名聲﹐聯黨結派與公司或同仁作對。妨碍
他人工作者。
14) 於工作時間內有不道德行為。
15) 於工作時間內﹐聚賭或參與簽賭。
16) 怠工或拖工﹐與專業水平差距太大﹐無法達成管理人员要求的质量和
速度。
17) 任何帶種族歧視﹐性別歧視﹐色情性之言行。
18) 無預先批準之遲到早退。
19) 未经管理人员同意，徐便离开工作刚位者。
20) 在工作期间，無節制性使用公司，和个人邮电话者。个人电话每次使
用不得超过 10 分钟！
21) 於不當地點﹐不當時段內吸煙。特别是在客户車内！
22) 製造或無視工作環境，员工自身和用具之衛生和清潔者。
23) 貼上﹐張掛未經公司同意之文宣品﹐取走﹐更改公司原有之文宣品﹐
通告。
24) 過多遲到早退﹐曠工﹐誤時不報。
25) 以員工特價買貨轉賣營利
26) 工作時間內，员工之间，上下级之间，不能有任何不雅﹐不禮貌言
行。
27) 工作時間或工作有關情況下有危險駕駛﹐危險動作。
28) 發現危險事故﹐器材故障﹐特别是客人之車况，損毀而不及时報知管
理階層者。
29) 工作時間內推銷任何產品﹐計劃者。
30) 油水随下地者。
31）擅自修改員工上班記錄﹐時間﹐日期。
訓誡﹐懲處步序﹕
以下步序函蓋所有員工﹐觸犯案例有輕重﹐故此步序適用於公司認為仍
有機會可改做者﹐如案例嚴重﹐馬上可被解僱﹐更甚者﹐可被刑事提訴
。
56
訓戒﹐懲處之四部曲﹕
口頭訓戒
書面警告和記錄﹔並罰款 $50 或 5% 佣金
管理階層開會評審/最後通牒及罰款 $100 或 10% 佣金
立刻解僱
4) 立刻被解僱條例﹕
偷盜
塗改公司文件
不守安全規則
破壞保密條款
恐嚇/人身攻擊
有意/無意下破壞公司財物
擁有/食用任何違禁藥物﹐工作時間內飲用酒精物品。
試用期守則﹕
任何新顧聘員工在正式成為 A.Y.T 員工前﹐皆需通過 90 天試用期限 (此
期限內不能享有其他正規員工之福利。) 90 天試用期滿後並不代表會馬
上轉成正規員工﹐管理層會作表現評審﹐再作通知。任何離職超過一年
之舊員工﹐再被聘用時易需通過與新人一般之 90 天試用期。臨時工 (不
是全職者) 在轉成全職時﹐不能以過往在職時間長短來填補 90 天試用期
限。
任職週年紀念日
員工被正式被聘為全職員工之第一日﹐為計算週年紀念日
聯邦移民法守則
任何被聘﹐ 將被聘﹐ 已被聘之員工﹐ 如無法提供在美國合法工作之身份
證明﹐所有勞資關係即時中斷。資方有權隨時要求任何(新﹐舊﹐)員工提
供所需證明。
工作時間表
公司運作時間為﹕
早上 8﹕00---下午 6﹕00 (週一至週六) # 1
早上 8﹕00---下午 4﹕00 (週六) # 2，3，4。
準確/有效率之工作時間
57
如無管理層之認可﹐超時工作屬自願性﹐無薪算。
遲到/早退 條款
如無合理緣由或預早通知管理層﹐任何遲到﹐早退者﹐會受不同等級之
懲罰。
(請參照英語原版或與經理接洽)
曠職/ 請假 條款
如有生病﹐ 私人緊急事項﹐需要晚到﹐請假﹐需盡早與管理層聯繫。員
工有可能需出示醫生證明或其他合理文件。
工作期間之小休與餐休時間
如員工被編排當天工作 4 個小時以上﹐該獲批准 30 分鐘餐休(無薪) 。
如工作八小時﹐可享有 2 個 (15 分鐘) 之小休。小休時間需與經理安排。
以上各事項為員工守則之中心點﹐被認為是每日工作過程中最被關注的
事項。
以下其他主要事項同等重要﹐細節請與管理層探討﹐一切內容細節以英
語原版為準。
員工所屬性分類﹕試用期之員工﹐全職員工﹐半職員工﹐ 合同工﹐非管
理層(按時算酬) /管理層 (非按時算酬)員工。
個人記錄管理
個人醫療記錄管理
薪酬制度﹕
時薪與月薪制﹕
A.Y.T 於用人﹐付酬﹐升遷方面全以個人表現﹐能力為考量。與性別
﹐年歲﹐外貌﹐宗教信仰﹐種族等其他因素毫無關連。
不论是領時薪还月薪酬，發放薪酬的時間均由各个单位主管按实际情
况，自行决定。員工薪餉如無書面授權﹐資方不會發放给他人。
超時工作報酬
薪酬中需被扣除之部份﹕
薪酬如有差誤﹔
上班時間記錄事項﹕
58
政府或法庭判決之扣薪事項﹕
個人工作表現評審﹕
薪資調整方案﹕
如何成有資格領福利之員工﹕
公司保險福利條款﹕
政府要求﹐制定之福利保障﹕
社會安全福利條款﹕
休假方案﹕
有薪假日﹕全年有六日其他有薪休假---家有喪葬白事﹐病危。
配審團員公職假
商殘或分娩假
參軍停職條款
停職期間之保險條款
工作時間內之安全事項﹕
報告有關工作環境與個人安全事項
進出工作場地事項
保安檢查事項
如何確保工作中之安全﹕
隨時通告危險裝況﹐任何傷害﹐火災事故
有問必有答政策
如何防火和其他潛在危機
緊急疏散方案
如何保持工作環境整潔
辦工室內之保安程序
公司財物﹐機件之護理
公司或個人財物整體安全考量
吸煙者注意事項
公司會議條款
公司電腦軟體之保安與嚴禁翻造條款
工作時間內之電郵﹐電腦之使用事項
工作時間內之手機使用事項
任何慈善捐獻事項
工作時之衣裝﹐儀容
嚴禁毒品政策
公司車輛使用準則
嚴禁工作時間內或場地內之身體傷害﹐言語和肢體上的沖突事項。
59
A.Y.T 總裁與管理層祈望各員工深入了解任何能緊守工作崗位﹐避免無
必要之差誤﹐學習與增強在美國發展之機會。
ew employees we wish a word
of welcome and introduction. To our established employees, we
also extend our greetings and gratitude for your past service.
To make your employment with A.Y.T. INC. more meaningful,
this booklet has been created to help you get acquainted with us
and our way of doing things. It will explain some of the benefits
and privileges you receive as an employee of A.Y.T. INC. as well
as some of the duties and responsibilities we all share.
A.Y.T. INC. provides quality car care for its customers. We hope
you will find enjoyment and satisfaction during your employment
with us.
We wish each of you the best of success with your job and we
sincerely hope your experiences here will be successful,
rewarding and pleasant in every way.
Sincerely,
Gary Zhu
President of
A.Y.T. INC.
4
History and Future Goals
A.Y.T. INC. was founded in 1993, by Gary Zhu, in the
Washington D.C. area. A.Y.T. INC. offers fully certified auto
services for customers. The services we offer include:
transmission, brake, general repairs, and auto glass.
Mission Statement
A.Y.T. INC. mission statement is to consistently provide the
highest quality of car care at affordable prices. At A.Y.T. INC., we
work together as a team to serve our customers in a fast, friendly
and efficient manner. A.Y.T. INC. was founded on Christian
principles and strives to conduct business with honesty and
integrity. Because A.Y.T. INC. is an independently owned and
operated business, we have a personable atmosphere that both
employees and customers enjoy. Because family is important to
us, this is the type of atmosphere we have strived to create for
our employees.
Notice
This Employee Manual has been prepared to inform you of our
history, philosophy, employment practices, and policies, as well
as the benefits provided to you as a valued employee.
Some Things You Must Understand
The policies in this Employee Manual are to be considered as
guidelines.
A.Y.T. INC., at its option, may change, delete, suspend or
discontinue any part or parts of the policies in this Employee
Manual at any time without prior notice as business,
employment legislation, and economic conditions dictate.
Any such action shall apply to existing as well as to future
employees.
5
Employees may not accrue eligibility for monetary benefits
that they have not become eligible for through actual time
spent at work.
Employees shall not accrue eligibility for any benefits, rights,
or privileges beyond the last day worked.
No one other than the Owner may alter or modify any of the
policies in this Employee Manual. Any alteration or
modification of the policies in this Employee Manual must be
in writing.
No statement or promise by a Supervisor or Manager, past or
present, may be interpreted as a change in policy nor will it
constitute an agreement with an employee.
Should any provision in this Employee Manual be found to be
unenforceable and invalid, such finding does not invalidate the
entire Employee Manual, but only that particular provision.
This Employee Manual replaces (supersedes) any and all other
or previous Employee Manuals, or other employee policies
whether written or oral.
6
Receipt and Acknowledgment
Of A.Y.T. INC. Employee Manual
Please read the following statements, sign below and return to
your Manager.
Understanding and Acknowledging Receipt of the Employee
Manual.
I have received and read a copy of the A.Y.T. INC. Employee
Manual. I understand that the policies and benefits
described in it are subject to change at the sole discretion of
the Owner at any time.
At-Will Employment
I further understand that my employment is at will, and neither
A.Y.T. INC. nor myself has entered into a contract regarding
the duration of my employment. I am free to terminate my
employment with A.Y.T. INC. at any time, with or without
reason. Likewise, A.Y.T. INC. has the right to terminate my
employment, or otherwise discipline, transfer, or demote me
at any time, with or without reason, at the discretion of A.Y.T.
INC. No employee of A.Y.T. INC. can enter into an
employment contract for a specified period of time, or make
any agreement contrary to this policy without the written
approval from the President.
Confidential Information
I am aware that during the course of my employment confidential
information will be made available to me, for instance,
product designs, marketing strategies, customer lists, pricing
policies and other related information. I understand that this
information is proprietary and critical to the success of A.Y.T.
INC. and must not be given out or used outside of A.Y.T.
INC. premises or with non-employees. In the event of
termination of employment, whether voluntary or involuntary,
I hereby agree not to utilize or exploit this information with
any other individual or company.
7
Employee's Printed Name Position
Employee's Signature Date
8
What You Can Expect From A.Y.T. INC.
A.Y.T. INC. believes in creating a harmonious working
relationship between all employees. In pursuit of this goal,
A.Y.T. INC. has created the following employee relations
objectives:
1. Provide an exciting, challenging, and rewarding workplace
and experience.
2. Select people on the basis of skill, training, ability, attitude,
and character without discrimination with regard to age, sex,
color, race, creed, national origin, religious persuasion,
marital status, political belief, or a disability that does not
prohibit performance of essential job functions.
3. Compensate all employees according to their effort and
contribution to the success of our business.
4. Review wages, employee benefits and working conditions
regularly with the objective of being competitive in these
areas consistent with sound business practices.
5. Provide paid time off for vacations and holidays to all eligible
employees.
6. Provide eligible employees with health insurance benefits.
7. Assure employees, after talking with their Manager, an
opportunity to discuss any issue or problem with the Owner
of A.Y.T. INC.
8. Take prompt and fair action of any complaint that may arise
in the everyday conduct of our business, to the extent that is
practicable.
9. Respect individual rights, and treat all employees with
courtesy and consideration.
10. Maintain mutual respect in our working relationship.
11. Provide buildings and work areas that are as comfortable as
possible, orderly and safe.
9
12. Make promotions or fill vacancies from within A.Y.T. INC.
whenever practical.
13. Keep all employees informed of the progress of A.Y.T. INC.,
as well as the company's overall goals and objectives.
14 Promote an atmosphere in keeping with A.Y.T. INC. vision,
mission, and goals.
What A.Y.T. INC. Expects From You
A.Y.T. INC. needs your help in making each working day
enjoyable and rewarding. Your first responsibility is to know your
own duties and how to do them promptly, correctly and
pleasantly. Secondly, you are expected to cooperate with
management and your fellow employees and to maintain a good
team attitude.
How you interact with fellow employees and those whom A.Y.T.
INC. serves, and how you accept direction can affect the
success of your area. In turn, the performance of one area can
impact the entire organization. Consequently, whatever your
position, you have an important assignment: perform every task
to the very best of your ability.
You are encouraged to grasp opportunities for personal
development offered to you. This manual offers insight on how
you can perform positively and to the best of your ability to meet
and exceed A.Y.T. INC. expectations.
We strongly believe you should have the right to make your own
choices in matters that concern and control your life. We believe
in direct access to management. We are dedicated to making
A.Y.T. INC. a company where you can approach your Manager,
or any member of management, to discuss any problem or
question. We expect you to voice your opinions and contribute
your suggestions to improve the quality of A.Y.T. INC. We're all
10
human, so please communicate with each other and with
management.
Remember, you help create the pleasant and safe working
conditions that A.Y.T. INC. intends for you. The result will be
better performance for the company overall, and personal
satisfaction for you.
Quality
Quality is a matter of extreme importance to our customers and
to the continued growth of our company. Each employee,
regardless of the position he or she holds, must strive to produce
quality results in his or her work. Less cannot be tolerated.
Outside Employment
Employees may not take an outside job, either for pay or as a
donation of her/his personal time, with a customer or competitor
of A.Y.T. INC.; nor may they do work on their own if it competes
in any way with the sales of products or services we provide our
customers. If your financial situation requires you to hold a
second job, part-time or full-time, or if you intend to engage in a
business enterprise of your own, A.Y.T. INC. would like to know
about it. Before accepting any outside employment you are
encouraged to discuss the matter with your Manager.
Termination of Your Employment
A.Y.T. INC. will consider you to have voluntarily terminated your
employment if you do any of the following:
1. Resign from the company,
2. Fail to return from an approved leave of absence on the date
specified by A.Y.T. INC., or
3. No call no show.
You may be terminated for poor performance, misconduct,
excessive absences, tardiness, discrimination, harassment, or
11
other violations of A.Y.T. INC. policies. However, your
employment is at-will, and you and A.Y.T. INC. both have the
right to terminate your employment for any or no reason.
Confidential Information
Upon accepting employment with A.Y.T. INC., you were asked to
sign a Confidentiality Agreement (included in the
acknowledgement of this manual on page 4, which generally
provides that you will not disclose or use any company and\or
customer confidential information, either during or after your
employment. We sincerely hope that our relationship will be
long-term and mutually rewarding. However, your employment
with us assumes an obligation to maintain confidentiality, even
after you leave our employ.
Additionally, our customers and suppliers entrust us with
important information relating to their businesses. The nature of
this relationship requires maintenance of confidentiality. In
safeguarding the information received, we have earned their
respect and further trust of our customers and suppliers.
If you are questioned by someone outside the company or your
department and you are concerned about the appropriateness of
giving them certain information, you are not required to answer.
Instead, as politely as possible, refer the request to your
Manager.
No one is permitted to remove or make copies of any company
records, reports or documents without prior management
approval. Disclosure of confidential information could lead to
termination, as well as other possible legal action.
Harassment Policy
A.Y.T. INC. intends to provide a work environment that is
pleasant, professional, and free from intimidation, hostility or
other offenses that might interfere with work performance.
Harassment of any sort - verbal, physical, and visual - will not be
tolerated, particularly against employees in protected classes.
12
These classes include, but are not necessarily limited to race,
color, religion, sex, age, sexual orientation, national origin or
ancestry, disability, medical condition, marital status, veteran
status, or any other protected status defined by law.
What Is Harassment?
Workplace harassment can take many forms. It may be, but is
not limited to, words, signs, offensive jokes, cartoons, pictures,
posters, e-mail jokes or statements, pranks, intimidation, physical
assaults or contact, or violence. Harassment is not necessarily
sexual in nature. It may also take the form of other vocal activity
including derogatory statements not directed to the targeted
individual but taking place within their hearing. Other prohibited
conduct includes written material such as notes, photographs,
cartoons, articles of a harassing or offensive nature, and taking
retaliatory action against an employee for discussing or making a
harassment complaint.
Responsibility
All employees, and particularly Managers, have a responsibility
for keeping our work environment free of harassment. Any
employee, who becomes aware of an incident of harassment,
whether by witnessing the incident or being told of it, must report
it to their immediate Supervisor or the designated management
representative with whom they feel comfortable. When
management becomes aware of the existence of harassment, it
is obligated by law to take prompt and appropriate action,
whether or not the victim wants the company to do so.
Reporting
While we encourage you to communicate directly with the
alleged harasser, and make it clear that the harasser's behavior
is unacceptable, offensive or inappropriate, it is not required that
you do so. It is essential, however, to notify your Manager
immediately even if you are not sure the offending behavior is
considered harassment. Any incidents of harassment must be
immediately reported to a Supervisor or other management
representative. Appropriate investigation and disciplinary action
13
will be taken. All reports will be promptly investigated with due
regard for the privacy of everyone involved. However,
confidentiality cannot be guaranteed. Any employee found to
have harassed a fellow employee or subordinate would be
subject to severe disciplinary action up to and including
termination. We will also take any additional action necessary to
appropriately remedy the situation. Retaliation of any sort will
not be permitted. No adverse employment action will be taken
for any employee making a good faith report of alleged
harassment.
A.Y.T. INC. accepts no liability for harassment of one employee
by another employee. The individual who makes unwelcome
advances, threatens or in any way harasses another employee is
personally liable for such actions and their consequences. The
company may or may not provide legal, financial or any other
assistance to an individual accused of harassment if a legal
complaint is filed.
POLICY AND STATEMENT ON SEXUAL HARASSMENT
What Is Sexual Harassment?
Sexual harassment may include unwelcome sexual advances,
requests for sexual favors, or other verbal or physical contact of
a sexual nature when such conduct creates an offensive, hostile
and intimidating working environment and prevents an individual
from effectively performing the duties of their position. It also
encompasses such conduct when it is made a term or condition
of employment or compensation, either implicitly or explicitly and
when an employment decision is based on an individual's
acceptance or rejection of such conduct.
It is important to note that sexual harassment crosses age and
gender boundaries and cannot be stereotyped. Among other
perceived unconventional situations, sexual harassment may
even involve two women or two men.
14
Sexual harassment may exist on a continuum of behavior. For
instance, one example of sexual harassment may be that of an
employee showing offensive pictures to another employee.
Generally, two (2) categories of sexual harassment exist. The
first, "quid pro quo," may be defined as an exchange of sexual
favors for improvement in your working conditions and/or
compensation. The second category, "hostile, intimidating,
offensive working environment," can be described as a situation
in which unwelcome sexual advances, requests for sexual
favors, or other verbal or physical contact of a sexual nature
when such conduct creates an intimidating or offensive
environment. Examples of a hostile, intimidating, and offensive
working environment includes, but is not limited to, pictures,
cartoons, symbols, or apparatus found to be offensive and which
exist in the workspace of an employee. This behavior does not
necessarily link improved working conditions in exchange for
sexual favors. It is also against our policy to download
inappropriate pictures or materials from computer systems.
A.Y.T. INC. prohibits any employee from retaliating in any way
against anyone who has raised any concern about sexual
harassment or discrimination against another individual.
A.Y.T. INC. will investigate any complaint of sexual harassment
and will take immediate and appropriate disciplinary action if
sexual harassment has been found within the workplace.
How You Were Selected
We are confident that as a result of the mutual selection process
undertaken, your employment will prove to be beneficial to us as
well as yourself and we look forward to having you join us.
We carefully select our employees through written applications,
personal interviews and reference checks. After all available
information was considered and evaluated; you were selected to
become a member of our team!
15
This selection process helps us find and employ people who are
concerned with their own personal success and the success of
A.Y.T. INC. people who want to do a job well; people who can
carry on their work with skill and ability; and people who are
comfortable with us and who can work well with our team.
Employee Background Check
Prior to becoming an employee of ours, a job-related background
check was conducted. As you may know, a comprehensive
background check may consist of prior employment verification,
professional reference checks, and education confirmation. As
appropriate, a credit, criminal, health examination and/or driving
record history may have also been obtained.
Driver's License and Driving Record
Employees whose work requires operation of a motor vehicle
must present and maintain a valid driver's license and a driving
record acceptable to our insurer. You will be asked to submit a
copy of your driving record from time to time. Any changes in
your driving record must be reported to the Manager
immediately. Failure to do so may result in disciplinary action, up
to and including possible termination. Drug Examinations are
also required of drivers and others operating equipment.
Standards of Conduct
Whenever people gather together to achieve goals, some rules
of conduct are needed to help everyone work together efficiently,
effectively, and harmoniously. By accepting employment with us,
you have a responsibility to the company and to your fellow
employees to adhere to certain rules of behavior and conduct.
The purpose of these rules is not to restrict your rights, but rather
to be certain that you understand what conduct is expected and
necessary. When each person is aware that she/he can fully
depend upon fellow workers to follow the rules of conduct, our
organization will be a better place to work for everyone.
Unacceptable Activities
16
Generally speaking, we expect each person to act in a mature
and responsible way at all times. If you have any questions
concerning any work or safety rule, or any of the unacceptable
activities listed below, please see the Office Manager for an
explanation.
Note that the following list of Unacceptable Activities does not
include all types of conduct that can result in disciplinary action,
up to and including termination. Nothing in this list alters the atwill nature of your employment; either you or the company may
terminate the employment relationship with or without reason,
and in the absence of any violation of these rules.
1. Violation of any company rule; any action that is detrimental
to A.Y.T. INC. efforts to operate profitably.
2. Violation of security or safety rules or failure to observe
safety rules or our safety practices; failure to wear required
safety equipment; tampering with company equipment or
safety equipment.
3. Negligence or any careless action, which endangers the life
or safety of another person.
4. Being intoxicated or under the influence of a controlled
substance while at work; use, possession or sale of a
controlled substance in any quantity while on company
premises, except medications prescribed by a physician
which do not impair work performance.
5. Unauthorized possession of dangerous or illegal firearms,
weapons or explosives on company property or while on
duty.
6. Engaging in criminal conduct or acts of violence or making
threats of violence toward anyone on company premises or
when representing us; fighting, or provoking a fight on
company property, or negligent damage of property.
17
7. Insubordination or refusing to obey instructions properly
issued by your Manager pertaining to your work; refusal to
help out on a special assignment.
8. Threatening, intimidating or coercing fellow employees on or
off the premises at any time, for any purpose.
9. Engaging in an act of sabotage; negligently causing the
destruction or damage of company property, or the property
of fellow employees, customers, suppliers, or visitors in any
manner.
10. Theft or unauthorized possession of company property or the
property of fellow employees; unauthorized possession or
removal of any company property, including documents, from
the premises without prior permission from management;
unauthorized use of company equipment or property for
personal reasons; using company equipment for profit. Theft
will not be tolerated and will result in termination and
prosecution.
11. Dishonesty; falsification or misrepresentation on your
application for employment or other work records; lying about
sick or personal leave; falsifying reason for a leave of absence or
other data requested by A.Y.T. INC. alteration of company
records or other company documents.
12. Violating the non-disclosure agreement; giving confidential or
proprietary A.Y.T. INC. information to competitors or other
organizations or to unauthorized employees; working for a
competing business while an employee of ours; breach of
confidentiality of personnel information.
13. Spreading malicious gossip and/or rumors; engaging in
behavior which creates discord and lack of harmony;
interfering with another employee on the job; restricting work
output or encouraging others to do the same.
18
14. Immoral conduct or indecency on company property.
15. Conducting a lottery or gambling on company times.
16. Unsatisfactory or careless work; failure to meet production or
quality standards as explained to you by your Manager.
17. Any act of harassment, sexual, racial or other; telling sexist
or racist jokes; making racial or ethnic slurs.
18. Leaving work before the end of a workday or not being ready
to work at the start of a workday without approval of your
Manager; stopping work before time specified for such
purposes.
19. Can not leave your position during working hours without
manager’s approval。
20. Excessive use of company telephone for personal calls.
Every personal telephone call not allow over 10 mini ！
21. Smoking in restricted areas or at non-designated times,
customer car or truck as specified by company rules.
22. Creating or contributing to unsanitary conditions.
23. Posting, removing or altering notices on any bulletin board on
company property without the permission of an officer of
A.Y.T. INC.
24. Failure to report an absence or late arrival; excessive
absence or lateness.
25. Buying company merchandise for resale.
26. Obscene or abusive language toward any Manager,
employee or customer; indifference or rudeness towards a
19
customer or fellow employee; any disorderly/antagonistic
conduct on company premises.
27. Speeding or careless driving while on company business.
28. Failure to immediately report damage to, or an accident
involving, company equipment.
29. Soliciting during working hours and/or in working areas;
selling merchandise or collecting funds of any kind for
charities or others without authorization during business
hours, or at a time or place that interferes with the work of
another employee on company premises.
30. Failure to use your timesheet; alteration of your own
timesheet or records or attendance documents; punching or
altering another employee's timesheet or records, or causing
someone to alter your timesheet or records.
Disciplinary Actions
This Disciplinary Actions Policy applies to all regular employees
who have completed the Introductory Period.
This policy pertains to matters of conduct as well as the
employee's competence. However, an employee who does not
display satisfactory performance and accomplishment on the job
may be dismissed, in certain cases, without resorting to the steps
set forth in this policy.
Under normal circumstances, employees are expected to follow
the procedure outlined below. There may be particular situations,
however, in which the seriousness of the offense justifies the
omission of one or more of the steps in the procedure. Likewise,
there may be times when the company may decide to repeat a
disciplinary step.
Discipline Procedure
Unacceptable behavior that does not lead to immediate dismissal
may be dealt with in the following manner:
20
1. Verbal Warning
2. Written Warning and fine of $50 or 2% of commission
3. Decision-Making Leave / Counseling Session and fine of
$100 or 5% of commission
4. Termination
To insure that our business is conducted properly and efficiently,
you must conform to certain standards of attendance, conduct,
work performance and other work rules and regulations. When a
problem in these areas does arise, your Manager will coach and
counsel you in mutually developing an effective solution. If,
however, you fail to respond to coaching or counseling, or an
incident occurs, requiring formal discipline, the following
procedures occur.
Step One: Verbal Warning
Your Manager will meet with you to discuss the problem or
violations, making sure that you understand the nature of the
problem or violation, and the expected remedy. The purpose of
this conversation is to remind you of exactly what the rule or
performance expectation is and also to remind you that it is your
responsibility to meet our expectations.
You will be informed that the Verbal Warning is the first step of
the discipline procedure. Your Manager will fully document the
Verbal Warning, which will remain in effect for three (3) months.
Documentation of the incident will remain in the confidential
department file and will not be placed in your personnel record,
unless another disciplinary event occurs.
Step Two: Written Warning
If your performance does not improve within the three (3) weeks
period, or if you are again in violation of A.Y.T. INC. practices,
rules or standards of conduct, your Manager will discuss the
21
problem with you, emphasizing the seriousness of the issue and
the need for you to immediately remedy the problem. Your
Manager will advise you that you are now fined $50 or 5% of
commission and are at the second formal level of disciplinary
action. After the meeting your Manager will write a memo to you
summarizing the discussion and your agreement to change. A
copy of the memo will be placed in your personnel file.
The Written Warning will remain in effect for three (3) weeks.
Step Three: Decision
If your performance does not improve within the three (3) weeks
period following the Written Warning, or if you are again in
violation of the company practices, rules or standards of conduct,
you will be fined $100 or 10% of commission. The DecisionMaking is the third and final step of our disciplinary process.
A copy will be placed in your personnel file. You will have the
right to appeal to the team of two managers and one employee.
If you are unwilling to make such a commitment for an appeal,
you may either resign or be terminated.
Crisis Suspension
If you commit any of the actions listed below, or any other action
not specified but similarly serious, you will be terminated
1. Theft.
2. Falsification of company records.
3. Failure to follow safety practices.
4. Breach of Confidentiality Agreement.
5. Threat of doing or initiating bodily harm.
6. Willful or negligent destruction of property.
22
7. Use and/or possession of intoxicants, drugs or narcotics.
The provision of this Disciplinary Policy is not a guarantee of its
use. We reserve the right to terminate employment at any time,
with or without reason. Additionally, we reserve the right to
prosecute any employee for any of the above infractions.
Introductory Period
Your first ninety (90) days of employment with us are considered
an Introductory Period, and during that period you will not be
eligible for benefits described in this Employee Manual unless
otherwise required by law. This Introductory Period will be a time
for getting to know your fellow employees, your Manager and the
tasks involved in your job position, as well as becoming familiar
with our products and services. This simply means that we want
to make sure that you can handle your work and that your
abilities are being properly applied before transferring you to the
regular payroll.
This Introductory Period is a "getting acquainted" time for both
you, as an employee, and A.Y.T. INC. as an employer. During
this Introductory Period, A.Y.T. INC. will evaluate your suitability
for employment, and you can evaluate us as well. Please
understand, however, that completion of the Introductory Period
does not guarantee continued employment, as employment is
always at-will. You are free to terminate your employment at any
time, with or without reason, and we may choose to terminate
your employment at any time, with or without reason.
At the end of the Introductory Period, your Manager will discuss
your job performance with you. This review will be similar to the
job performance review that is held for regular full-time or parttime employees on an annual basis.
A former employee who has been rehired after a separation from
us of more than one (1) year is considered an introductory
employee during their first ninety (90) days following rehire.
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Part time employees hired as full time employees will begin their
introductory period on the day that they are hired as a full time
employee. No prior time worked as a part time employee will
count toward the fulfillment of the Introductory Period.
Anniversary Date
The first day you report to work is your "official" anniversary date.
Your anniversary date is used to compute various conditions and
benefits described in this Employee Manual.
Immigration Law Compliance
All offers of employment are contingent on verification of your
right to work in the United States. On your first day of work you
will be asked to provide original documents verifying your right to
work and, as required by federal law, to sign Federal Form I-9,
Employment Eligibility Verification Form. If you at any time
cannot verify your right to work in the United States, we may be
obliged to terminate your employment.
New Employee Orientation
Your supervisor is a vital part of management and will help you
get off to a good start to do your work efficiently. You will be
advised about your job, shown where things are, and introduced
to your fellow workers by your Manager. Look to your Manager
for job instruction.
While at A.Y.T. INC., your manager will be glad to answer your
questions and give you the help you need to do a good job. Give
your Manager your best cooperation and follow your Manager’s
instructions.
WORK SCHEDULE
Business Hours
The regular operating hours for the shop is from 8:00 A.M. to
6:00 P.M. Monday through Friday, from 8:00 A.M. to 4:00 P.M.
on Saturday. The normal workweek consists of five (5) days.
Your particular hours of work and the scheduling of your meal
period will be determined and assigned by your Manager. A
30minute scheduled lunch break. AYT reserves the right at any
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time to change the work week. Should you have any questions
concerning your work schedule, please ask your Manager.
Attendance
Be on time at all times. You should not start work earlier than
your scheduled starting time, nor work later than your scheduled
quitting time without specific written approval. However, you
should be ready to start work at your scheduled starting time.
Tardiness
Tardy is defined as arriving five minutes late for the assigned
shift or arriving on time but not ready to work for the assigned
shift. A.Y.T. INC. strongly discourages tardiness, because it
causes an undue hardship on other employees. Repeated
tardiness may be cause for disciplinary action, up to and
including termination. Employees must not only arrive on time,
but they must be physically and mentally ready to work at the
scheduled time. If tardiness is unavoidable due to circumstances
beyond the employee’s control, he or she should call and notify
the manager on duty, including the nature of the problem causing
the delay and an estimate of the employee’s arrival time. This is
our policy in regards to tardiness.
Within an eight week period:
First Tardy Verbal warning and entry in personnel
record
Second Tardy Verbal warning and fined $25 or 1%
commission
Third Tardy Entry in personnel record and fined $50 or
2% commission
Fourth Tardy Termination
Of course, if the employee calls ahead with an acceptable or
valid excuse, we will disregard the tardy.
Absence
It is important that you report for work each day and be ready for
work at your regular starting time. You are part of a team and
your absence could affect the work of many of your fellow
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workers. From time to time, it may be necessary for you to be
absent from work. We are aware that emergencies, illnesses, or
pressing personal business that cannot be scheduled outside
your work hours may arise.
When you call in to inform us of an unexpected absence or late
arrival, simply ask for your Manager. If you're arriving to work
late, please let your Manager know when you expect to arrive for
work. If you are unable to call in yourself because of an illness,
emergency or for some other reason, be sure to have someone
call for you. Call in to give at least one hour’s notice for any
absence.
Note: Information on the types of leaves offered and their
qualification criteria are included in the "Leaves" section of this
Employee Manual.
Meal and Break Periods
You are entitled to two (2) ten (15) minute break each workday.
These breaks should be scheduled with your Manager. If you
work in a department where breaks are not directly assigned,
please coordinate with your co-workers to maintain adequate
coverage at all times.
If you work longer than four (4) hours, you will be given an
unpaid meal period. The time when meal periods are scheduled
varies among departments, depending on the needs of each
department. You are requested not to perform any work during
your regularly scheduled meal period. It is important to return to
work on time at the end of your meal period.
EMPLOYMENT CLASSIFICATIONS
At the time you are hired, you are classified as full-time, part-time
,temporary, or contractor. In addition, you are classified as either
non-exempt or exempt. All other policies described in this
Employee Manual and communicated by us apply to all
employees, with the exception of certain wage, salary and time
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off limitations applying only to "non-exempt" employees. If you
are unsure of which job classification your position fits into,
please ask your Manager.
Introductory Employee
An employee who has not successfully completed the
Introductory Period or someone that is in their first ninety (90)
days of employment.
Regular Full-Time Employee
An employee who has successfully completed their introductory
period (see the Introductory Period Policy for a specific definition)
and who works at least forty (40) hours per week is considered a
full-time employee.
Unless otherwise specified, the benefits described in this
Employee Manual apply only to full-time employees.
If you were a full-time employee and were laid off, you will be
considered a full-time employee upon return to work, provided
that you were not laid off for longer than one (1) year. If you
were a full-time employee and have been on an approved leave
of absence, upon return you will be considered a full-time
employee, provided you return to work as agreed in the
provisions of your leave.
Part-Time Employee
An employee who has successfully completed their introductory
period (see the Introductory Period Policy for a specific definition)
and who works at least five (5) hours a week but less than forty.
Independent Contractors
Any individual, usually self employed, who contracts with A.Y.T.
INC. to provide specific services for a designated project or a
designated tem as agreed by the company. Independent
contractors are not eligible for any benefits from the company.
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Non-Exempt and Exempt Employees
At the time you are hired, you will be classified as either
"exempt" or "non-exempt”. This is necessary because, by law,
employees in certain types of jobs are entitled to overtime pay for
hours worked in excess of forty (40) hours per work-week.
These employees are referred to as "non-exempt" in this
Employee Manual. This means that they are not exempt from
(and therefore should receive) overtime pay.
Note #1: See Wage and Salary Policies in the section of this
Employee Manual titled “Compensation” for a full description of
overtime payment policies.
Exempt employees are executives, professional staff, outside
sales representatives, officers, directors, owners and others
whose duties and responsibilities allow them to be “exempt” from
overtime pay provisions as provided by the Federal Fair Labor
Standards Act (FLSA) and any applicable state laws. If you are
an exempt employee, you will be advised that you are in this
classification at the time you are hired, transferred or promoted.
Personnel Records and Administration
The tasks of handling personnel records and related personnel
administration functions here have been assigned to the
Manager. Questions regarding insurance, wages, and
interpretation of policies may be directed to the Manager.
Upon experiencing a family status change, please notify your
Manager within thirty-one (31) days for benefit modifications, if
necessary.
You may see information that is kept in your own personnel file if
you wish, and you may request and receive copies of all
documents you have signed. Please make arrangements with
the Manager.
Your Medical Records File
All medical records, if any, will be kept in a separate ‘Confidential
File’. We maintain this information in the strictest confidence and
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may not use or disclose medical information about an employee
without the employee first having signed an authorization form
permitting such use or disclosure.
Compensation
The goal of our compensation program is to attract potential
employees, meet the needs of all current employees and
encourage well-performing employees to stay with our
organization. With this in mind, our compensation program is
built to balance both employee and our needs.
WAGE AND SALARY POLICIES
Compensation Philosophy
It is our desire to pay all regular employees' wages and salaries
that are competitive with other employers in the marketplace in a
way that will be motivational, fair and equitable. Compensation
may vary with individual and company performance and in
compliance with all applicable statutory requirements.
A.Y.T. INC. applies the same principles of fairness to all
employees, regardless of organizational level, race, color,
citizenship status, national origin, ancestry, gender, sexual
orientation, age, religion, creed, physical or mental disability,
marital status, veteran status, political affiliation, or any other
factor protected by law.
Basis for Determining Pay
Several factors may influence your rate of pay. Some of the
items considered are the nature and scope of your job, what
other employers pay their employees for comparable jobs
(external equity), what we pay our employees in comparable
positions (internal equity), and individual as well as their
performance.
Pay Period and Hours
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For hourly employees the payroll periods are weekly. On every
Friday, hourly employees are paid for their hours from Sunday
thru Saturday from the preceding week.
When a scheduled payday falls on a holiday, your paycheck is
distributed on the last work day preceding the holiday. If you are
absent on any pay day, you may, upon your return, obtain your
pay from management. In order to protect you, your paycheck
will not be distributed to anyone else except upon written
authorization from you.
Paycheck Distribution
Your paycheck will be in distributed to you by 6:00 P.M. on
Friday.
Computing Pay
We will compute your time on the basis of a forty (40) hour workweek.
Mandatory Deductions from Paycheck
It is required by law to make certain deductions from your
paycheck each time one is prepared. Among these are the
Federal, State, and Local Income Taxes and your contribution to
Social Security as required by law. These deductions will be
itemized on your check stub. The amount of the deductions will
depend on your earnings and on the information you furnish on
your W-4 form regarding the number of exemptions you claim. If
you wish to modify this number, please request a new W-4 form
from your Team Leader immediately. Only you may modify your
W-4 form. Verbal or written instructions are not sufficient to
modify withholding allowances. We advise you to check your
pay stub to ensure that it reflects the proper number of
withholdings.
The W-2 form you receive annually reflects how much of your
earnings were deducted for these purposes.
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Any other mandatory deductions to be made from your
paycheck, such as court-ordered garnishments, will be explained
whenever we are ordered to make such deductions.
Note: Please see "Wage Garnishments" later in this section for
further information.
Error in Pay
Every effort is made to avoid errors in your paycheck. If you
believe an error has been made, tell the Office Manager
immediately. He/she will take the necessary steps to research
the problem and to assure that any necessary correction is made
promptly.
Time Records
By law, we are obligated to keep accurate records of the time
worked by employees. These are done by your keying in
electronically on the computer terminal.
The computer records are the basis for computing your pay, so
you will want to have an accurate account of all the hours you
have worked. Always clock your own time daily as you report for
work and leave and whenever you leave the premises during
working hours, other than lunch periods.
Payroll amounts will be calculated for the total hours marked at
the time the payroll is issued. To avoid losing hours, be sure to
mark your card each and every day before you leave, and
always by Saturday, being the last day of the payroll period,
weekly. Since payroll checks are computer generated weekly
only, it is extremely important to avoid lost time, to mark your
time by the end of the pay period.
Wage Garnishments
We hope you will manage your financial affairs so that we will not
be obligated to execute any court-ordered wage garnishments.
However, when court-ordered deductions are to be taken from
your paycheck, you will be notified.
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A.Y.T. INC. acts in accordance with the federal Consumer Credit
Protection Act, which places restrictions on the total amount that
may be garnished from your paycheck.
Note: Please see the Mandatory Deductions from Paycheck
Policy earlier in this section for further information.
Performance and Compensation Reviews
Performance Reviews
Because we want you to grow and succeed in your job, we
conduct a formal review annually for each employee. New
employees may be reviewed more often and particularly near the
end of their Introductory Period. A review may also be
conducted in the event of a promotion or change in duties and
responsibilities.
During a formal performance review your Manager may cover
the following areas:
The quality and quantity of your work.
Strengths and areas for improvement.
Attitude and willingness to work.
Initiative and teamwork.
Attendance.
Customer service orientation.
Problem solving skills.
Ongoing professional growth and development.
Additional areas may also be reviewed as they relate to your
specific job.
Your review provides a golden opportunity for collaborative, twoway communication between you and your Manager. This is a
good time to discuss your interests and future goals. Your
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Manager is interested in helping you to progress and grow in
order to achieve personal as well as work-related goals -
perhaps he/she can recommend further training or additional
opportunities for you. The performance review gives your
Manager an opportunity to suggest ways for you to advance and
make your job here more fulfilling.
Your Manager can answer any questions you may have about
the performance review process.
Compensation Reviews
A.Y.T. INC. compensation reviews are usually conducted
annually for the facility as a whole.
An individual's pay will depend on how consistently he/she
performs over a given period of time. The overall performance
rating will influence the compensation adjustment.
In addition to individual job performance reviews, we periodically
conduct a review of your work to insure that we are fully aware of
any changes in the duties and responsibilities of each position
and those changes are recognized and adequately
compensated.
OTHER COMPENSATION PROGRAMS AND POLICIES
Retirement
Benefits
Eligibility for Benefits
If you are a full-time employee, you will enjoy all of the benefits
described in this Employee Manual as soon as you meet the
eligibility requirements for each particular benefit. Coverage is
available to you and your dependents as defined in the benefit
summary plan descriptions.
If you are a part-time employee, you will enjoy only those
benefits specifically required by law, provided that you meet the
minimum requirements set forth by law and in the benefit plan(s).
Temporary employees are not eligible for benefits.
No benefits are available to you during your Introductory Period,
except as otherwise provided by law.
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Note: Please see "Introductory Period" in the Employment
section of this Employee Manual for further information.
INSURANCE COVERAGE
Group Insurance
Because A.Y.T. INC. is dedicated to the health and well-being of
you, a comprehensive, quality insurance program is available to
the full time employee. You become eligible for coverage after
three (3) months employment and fill out the application firm. as
outlined in the individual plan eligibility requirements as defined
in the benefit summary plan descriptions.
The following benefit is provided, as defined and limited in the
literature provided by our insurance company:
Major Medical Care Coverage
Upon enrolling, you will obtain summary plan descriptions
describing your benefits in detail.
We will pay part of the cost of this program for the employee.
Dependent care coverage is also available. However, the
employee is responsible for half cost of any dependent coverage
that is desired.
GOVERNMENT REQUIRED COVERAGE
Workers' Compensation
All full time employees are entitled to Workers' Compensation
benefits. This coverage is automatic and immediate and protects
you from an on-the-job injury. An on-the-job injury is defined as
an accidental injury suffered in the course of your work, or an
illness, which is directly related to performing your assigned job
duties. The company pays for this job-injury insurance. If you
cannot work due to a job-related injury or illness, Workers'
Compensation insurance pays your medical bills and provides a
portion of your income until you can return to work.
All injuries or illnesses arising out of the scope of your
employment must be reported to your Manager immediately.
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Prompt reporting is the key to prompt benefits. Benefits are
automatic, but nothing can happen until your employer knows
about the injury. Insure your right to benefits by reporting every
injury, no matter how slight.
Employees returning to work after being absent due to a workrelated injury must report to their Manager prior to beginning
work and must bring a doctor's clearance for returning to work.
Social Security
The United States Government operates a system of mandated
insurance known as Social Security. As a wage earner, you are
required by law to contribute a set amount of your weekly wages
to the trust fund from which benefits are paid. As your employer,
A.Y.T. INC. is required to deduct this amount from each
paycheck you receive. In addition, we match your contribution
dollar for dollar, thereby paying one-half (1/2) of the cost of your
Social Security benefits.
Your Social Security number is used to record your earnings.
Employees are encouraged to protect your Social Security record
by ensuring your name and Social Security number on your pay
stub and W-2 Form are correct. You may also want to make sure
your earnings statement is accurate each year by requesting a
Personal Earnings and Benefit Estimate Statement from the U.S.
Social Security Administration by calling 1-800-772-1213 or you
may even access them on-line at www.ssa.gov.
VACATIONS
Vacation is a time for you to rest, relax, and pursue special
interests. We have provided paid vacation as one of the many
ways in which we show our appreciation for your work,
knowledge, skills, and talents; all of which contribute to make us
a leader in its field.
Our vacation plan is based on an employee’s continuous service
with A.Y.T. INC. You are expected to take your regular vacation
each year.
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Full-time employees with 12 months of continuous service in
consecutive pay periods are entitled to forty (40) hours of paid
vacation. Part-time employees are not eligible for any vacation
benefits. (Vacation hours begin accruing on your hire date, after
completing your Introductory Period).
Amount of Vacation
Eligible employees accrue vacation for each year of service. The
vacation accrual rate is based on length of employment, as
follows:
Years of Total Accrual
Employment Per Year (In Days)
Less than one year 0 Hours
More than one year 40 Hours
Paid Holidays
There will be six paid holidays per year: New Years Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving
Day, and Christmas Day. If a holiday falls on a Saturday or
Sunday, the employee will not receive holiday pay for that
day.(full time employee only)
Unpaid Leaves
Occasionally, for medical, personal, or other reasons, you may
need to be temporarily released from the duties of your job with
us. It is the policy of ours to allow its eligible employees to apply
for and be considered for certain specific leaves of absence.
The time may be counted against your accrued vacation time.
Thereafter, unless specifically accepted, any time off will be
without pay.
Failure to return to work as scheduled from an approved leave of
absence or to inform your Manager of an acceptable reason for
not returning as scheduled will be considered a voluntary
resignation of employment.
All requests for leaves of absence shall be submitted in writing to
your Manager. Each request shall provide sufficient detail such
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as the reason for the leave, the expected duration of the leave,
and the relationship of family members, if applicable.
There are several types of unpaid leaves for which you may be
eligible.
Military Leave of Absence
If you are a full-time employee and are inducted into the U.S.
Armed Forces, you will be eligible for re-employment after
completing military service, provided:
1. You show your orders to your Manager as soon as you
receive them.
You satisfactorily complete your active duty service.
3. You enter the military service directly from your employment
with us.
4. You apply for and are available for re-employment within
ninety (90) days after discharge from active duty. If you are
returning from up to six (6) months of active duty for training,
you must apply within thirty (30) days after discharge.
SAFETY
General Employee Safety
We are committed to the safety and health of all employees and
recognize the need to comply with regulations governing injury
and accident prevention and employee safety. Maintaining a safe
work environment, however, requires the continuous cooperation
of all employees.
We will maintain safety and health practices consistent with the
needs of our industry. If you are ever in doubt about how to
safely perform a job, it is your responsibility to ask your Manager
for assistance. Any suspected unsafe conditions and all injuries
that occur on the job must be reported immediately. Compliance
with these safety rules is considered a condition of employment.
Therefore, it is a requirement that each Manager make the safety
37
of employees an integral part of her/his regular management
functions. It is the responsibility of each employee to accept and
follow established safety regulations and procedures.
We strongly encourage you to communicate with your Manager
regarding safety issues.
Reporting Safety Issues
All accidents, injuries, potential safety hazards, safety
suggestions and health and safety related issues must be
reported immediately to your Manager. If you or another
employee is injured, you should contact outside emergency
response agencies, if needed. If an injury does not require
medical attention, a Manager and Employee Report of Accident
Form must still be completed in case medical treatment is later
needed and to insure that any existing safety hazards are
corrected. The Employee's Claim for Worker's Compensation
Benefits Form must be completed in all cases in which an injury
requiring medical attention has occurred.
Federal law (Occupational Safety and Health Administration)
requires that we keep records of all illnesses and accidents that
occur during the workday. If you fail to report an injury, you may
jeopardize your right to collect workers' compensation payments
as well as health benefits. OSHA also provides for your right to
know about any health hazards, which might be present on the
job. Should you have any questions or concerns, contact your
Manager for more information.
Entering and Leaving the Premises
At the time you are hired, you were advised about the proper
entrances and exits for our employees, as well as unauthorized
areas, if any. Our policy prohibits unescorted or unauthorized
visitors in our work areas. If you are expecting visitors, such as
clients, customers or friends, please limit to your scheduled lunch
break. You are expected to abide by these rules at all times.
Security Checks
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We may exercise its right to inspect all packages and parcels
entering and leaving our premises.
SAFETY RULES
Safety is everybody's business. Safety is to be given primary
importance in every aspect of planning and performing all of our
activities. We want to protect you against industrial injury and
illness, as well as minimize the potential loss of production.
Below are some general safety rules to assist you in making
safety a regular part of your work. Your Manager may post other
safety procedures in your department or work area.
Working Safely
Safety is everyone's responsibility. Remind your co-workers
about safe work methods. Immediately report any suspected
hazards and all accidents to your Manager.
Lifting
Ask for assistance when lifting or moving heavy objects. Bend
your knees, get a firm grip on the object, hold it close to your
body and space your feet for good balance. Lift using your
stronger leg muscles, not your weaker back muscles.
Materials Handling
Do not throw objects. Always carry or pass them. Use
flammable items, such as cleaning fluids, with caution. Also,
stack materials only to safe heights.
Trash Disposal
Keep sharp objects and dangerous substances out of the
trashcan. Items that require special handling should be disposed
of in approved containers.
Cleaning Up
To prevent slips and tripping, clean up spills and pick up debris
immediately.
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Preventing Falls
Keep aisles and work clear and well lighted. Walk, don’t run!
Watch your step.
Handling Tools
Exercise caution when handling objects and tools. Do not use
broken, defective or greasy tools. Use tools for their intended
purpose only. .
Falling Objects
Store objects and tools where they won't fall. Do not store heavy
objects or glass on high shelves.
Work Areas
Keep cabinet doors and file and desk drawers closed when not in
use. Remove or pad torn, sharp corners and edges. Keep
drawers closed. Open only one drawer at a time.
Using Ladders
Place ladders securely. Do not stand on boxes, chairs or other
devices not intended to be used as ladders.
Personal Protective Equipment
Always wear or use appropriate safety equipment as required in
your work. Wear appropriate personal protective equipment, like
shoes, gloves, and goggles, when working on an operation that
is potentially hazardous. Also, wear gloves whenever handling
scrap materials.
Electrical Hazards
Do not stand on a wet floor while using any electrical apparatus.
Keep extension cords in good repair. Don't make unauthorized
connections or repairs. Do not overload outlets.
Report Injuries
Immediately report all injuries, no matter how slight, to your
Manager.
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Ask Questions
If you are ever in doubt regarding the safe way to perform a task,
please do not proceed until you have consulted a Manager.
Employees will not be asked to perform any task that may be
dangerous to their health, safety or security. If you feel a task
may be dangerous, inform your Manager at once.
We strongly encourage employee participation and your input on
health and safety matters. Employees may report potential
hazards and make suggestions about safety without fear of
retaliation. We appreciate, encourage and expect this type of
involvement! The success of the safety program relies on the
participation of all employees. Though it is our responsibility to
provide for the safety, health and security of its workers during
working hours, it is the responsibility of each employee to abide
by the rules, regulations and guidelines set forth.
Remember, failure to adhere to these rules will be considered
serious infractions of safety rules and will result in disciplinary
actions.
Fire Prevention
Know the location of the fire extinguisher(s) in your area and
make sure they are kept clear at all times. Notify your Manager if
an extinguisher is used or if the seal is broken. Keep in mind
that extinguishers that are rated ABC can be used for paper,
wood, or electrical fires. Make sure all flammable liquids are
stored in approved and appropriately labeled safety cans and are
not exposed to any ignition source.
In Case of Fire
If you are aware of a fire, you should:
Dial 911 or the local fire department.
If possible, immediately contact your Manager. Evacuate all
employees from the area.
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If the fire is small and contained, locate the nearest fire
extinguisher. Employees who are knowledgeable in the
correct use of fire extinguishers should only attempt this.
If the fire is out of control, leave the area immediately. No
attempt should be made to fight the fire.
When the fire department arrives, direct the crew to the fire. Do
not re-enter the building until directed to do so by the fire
department.
Emergency Evacuation
If you are advised to evacuate the building, you should:
Stop all work immediately.
Contact outside emergency response agencies, if needed.
Shut off all electrical equipment and machines, if possible.
Walk to the nearest exit, including emergency exit doors.
Exit quickly, but do not run. Do not stop for personal
belongings.
Proceed, in an orderly fashion, to a parking lot near the
building. Be present and accounted for during roll call.
Do not re-enter the building until instructed to do so.
Housekeeping
Neatness and good housekeeping are signs of efficiency. You
are expected to keep your work area neat and orderly at all times
- it is a required safety precaution.
If you spill a liquid, clean it up immediately. Do not leave tools,
materials, or other objects on the floor, which may cause others
to trip or fall. Keep aisles, stairways, exits, electrical panels, fire
extinguishers, and doorways clear at all times.
Easily accessible trash receptacles are located throughout the
building. Please put all litter and recyclable materials in the
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appropriate receptacles and containers. Always be aware of
good health and safety standards, including fire and loss
prevention.
Please do not leave food items in drawers or in-shop work areas.
Please refrain from leaving foodstuffs out overnight in break
room while working at a job site. Items should be either placed in
the refrigerator or taken home by the employee.
Please report anything that needs repairing or replacing to your
Manager immediately.
Office Safety
Office areas present their own safety hazards. Please be sure to:
Leave desk, file or cabinet drawers firmly closed when not in
use.
Open only a single drawer of a file cabinet at a time.
Arrange office space to avoid tripping hazards, such as
telephone cords or calculator electrical cords.
Remember to lift things carefully and to use proper lifting
techniques.
Property and Equipment Care
It is your responsibility to understand the machines needed to
perform your duties. Good care of any machine that you use
during the course of your employment, as well as the
conservative use of supplies, will benefit you and us. If you find
that a machine is not working properly or in any way appears
unsafe, please notify your Manager immediately so that repairs
or adjustments may be made. Under no circumstances should
you start or operate a machine you deem unsafe, nor should you
adjust or modify the safeguards provided. Hard hats must be
worn as required by OSHA. Safety glasses are mandatory on all
job sites. Employees are expected to adhere to Shaffer Electric
and our client’s safety policy.
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Do not attempt to use any machine or equipment you do not
know how to operate, or if you have not completed training on
the proper use of the machine or equipment.
Security
Maintaining the security of our buildings and vehicles is every
employee's responsibility. Develop habits that insure security as
a matter of course. For example:
Know the location of all alarms and fire extinguishers, and
familiarize yourself with the proper procedure for using them,
should the need arise.
When you leave the premises make sure that all entrances
are properly locked and secured if you are the last person to
leave.
Smoking
Please smoke in only designated areas. Please be courteous
and concerned about the needs of your fellow employees and
others.
All employees are expected to abide by this policy while at work.
Separation of Employment
Termination
A.Y.T INC. operates under the principle of at-will employment.
This means that neither you nor we have entered into a contract
regarding the duration of your employment. You are free to
terminate your employment with us at any time, with or without
reason. Likewise, we have the right to terminate your
employment, or otherwise discipline, transfer, or demote you at
any time, with or without reason, at the discretion of A.Y.T. INC.
A.Y.T. INC. hopes and expects that you will give at least two (2)
weeks notice in the event of your resignation. Any accrued but
44
unused Vacation time will be paid out at the time of employment
termination.
Former Employees
Depending on the circumstances, we may consider a former
employee for re-employment. Such applicants are subject to our
usual pre-employment procedures. To be considered, an
applicant must have been in good standing at the time of their
previous termination of employment with us.
Post-Employment Inquiries
A.Y.T. INC. does not respond to oral requests for references. In
the event your employment with us is terminated, either
voluntarily or involuntarily, your Manager may be able to provide
a reference to potential employers only if you have completed
and signed a release form.
As an employee of ours, do not under any circumstances
respond to any requests for information regarding another
employee unless it is part of your assigned job responsibilities. It
if is not, please forward the information request to your Manager.
Workplace Policies
This Employee Manual is designed to answer many of your
questions about the practices and policies of A.Y.T. INC. Feel
free to consult with your Manager for help concerning anything
you don't understand.
Communications
Successful working conditions and relationships depend upon
successful communication. Not only do you need to stay aware
of changes in procedures, policies and general information, you
also need to communicate your ideas, suggestions, personal
goals or problems as they affect your work.
In addition to the exchanges of information and expressions of
ideas and attitudes which occur daily, make certain you are
aware of and utilize all company methods of communication,
45
including this Employee Manual, bulletin boards, discussions
with your Manager, memoranda, staff meetings, newsletters,
training sessions, and company e-mail and intranet.
You will receive other information booklets, such as your
insurance booklets, from time to time. You may take these
booklets home so that your family may know more about your job
and your benefits.
Company and Department Meetings
On occasion, we may request that you attend a companysponsored meeting. If this is scheduled during your regular
working hours, your attendance is required.
Computer Software (Unauthorized Copying)
A.Y.T. INC. does not condone the illegal duplication of software.
The copyright law is clear. The copyright holder is given certain
exclusive rights, including the right to make andistribute copies.
Title 17 of the U.S. Code states that, "it is illegal to make or
distribute copies of copyrighted material without authorization"
(Section 106). The only exception is the users' right to make a
backup copy for archival purposes (Section 117).
The law protects the exclusive rights of the copyright holder and
does not give users the right to copy software unless the
manufacturer does not provide a backup copy. Unauthorized
duplication of software is a federal crime. Penalties include fines
up to and including $250,000, and jail terms of up to five (5)
years.
Even the users of unlawful copies suffer from their own illegal
actions. They receive no documentation, no customer support
and no information about product updates.
1. A.Y.T. INC. licenses the use of computer software from a
variety of outside companies. We do not own this software
or related documentation and, unless authorized by the
software manufacturer, do not have the right to reproduce it.
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2. With regard to use on local area networks or on multiple
machines, our employees shall use the software only in
accordance with the software publisher's license agreement.
3. Our employees learning of any misuse of software or related
documentation within the company must notify their Manager
or our legal counsel immediately.
4. According to the U.S. Copyright Law, illegal reproduction of
software can be subject to civil damages and criminal
penalties, including fines and imprisonment. Our employees
who make, acquire or use unauthorized copies of computer
software shall be disciplined as appropriate under the
circumstances. Such discipline may include termination.
Computers and Electronic Mail Usage Policy
This policy is to advise those who use our business equipment
on the subject of access to and disclosure of computer-stored
information and electronic mail messages created, sent or
received by our employees with the use of our equipment.
This policy also sets forth policies on the proper use of the
computer and electronic mail systems provided by us.
A.Y.T. INC. property, including computers and electronic mail
should only be used for conducting company business.
Incidental and occasional personal use of company computers
and electronic mail systems is permitted, but information and
messages stored in these systems will be treated no differently
from other business-related information and messages, as
described below.
The use of the electronic mail system may not be used to solicit
for commercial ventures, religious or political causes, outside
organizations, or other non-job related solicitations. Furthermore,
the electronic mail system is not to be used to create any
offensive or disruptive messages. Among those which are
considered offensive, are any messages which contain sexual
47
implications, racial slurs, gender-specific comments, or any other
comments that offensively address someone's age, sexual
orientation, religious or political beliefs, national origin, or
disability. In addition, the electronic mail system shall not be
used to send (upload) or receive (download) copyrighted
materials, trade secrets, proprietary financial information, or
similar materials without prior authorization.
Although we provides certain codes to restrict access to
computers and electronic mail to protect these systems against
external parties or entities obtaining unauthorized access,
employees should understand that these systems are intended
for business use, and all computer information and electronic
mail messages are to be considered as company records.
We also must be able to respond to proper requests resulting
from legal proceedings that call for electronically stored
evidence. Therefore, A.Y.T. INC. must, and does, maintain the
right and the ability to enter into any of these systems and to
inspect and review any and all data recorded in those systems.
Because A.Y.T. INC. reserves the right to obtain access to
electronic mail messages left on or transmitted over these
systems, employees should not assume that such messages are
private and confidential or that we or its designated
representatives will not have a need to access and review this
information. Individuals using our business equipment should
also have no expectation that any information stored on their
computer - whether the information is contained on a computer
hard drive, computer disks or in any other manner - will be
private.
A.Y.T. INC. has the right to, but does not regularly monitor
electronic mail messages. We will, however, inspect the
contents of computers or electronic mail in the course of an
investigation triggered by indications of unacceptable behavior or
as necessary to locate needed information that is not more
readily available by some other less intrusive means.
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The contents of computers and electronic mail, properly obtained
for only legitimate business purpose, may be disclosed to us.
Given our right to retrieve and read any electronic mail
messages, such messages should be treated as confidential by
other employees and accessed only by the intended recipient.
Any employee who violates this policy or uses the electronic
communication systems for improper purposes may be subject to
discipline, up to and including termination.
Cell phones
Certain employees are given cell phones for business
use. A.Y.T INC. does not mind the use of phone for personal
reasons however please don’t abuse this privilege. Also while
performing work on a customer’s premises refrain from
the use of phone during non break hours unless in a case of
emergency.
Contributions
From time to time, we may make donations to worthwhile
charities and colleges in its own name. Contributions are made
only in communities where our employees will benefit. The
Owner will make all decisions concerning contributions.
Dress Code and Personal Appearance
Please understand that you are expected to dress and groom
yourself in accordance with accepted social and business
standards, particularly if your job involves dealing with customers
or visitors in person.
A neat, tasteful appearance contributes to the positive
impression you make on our customers. You are expected to be
suitably attired and groomed during working hours or when
representing A.Y.T. INC. A good, clean appearance bolsters
your own poise and self-confidence and greatly enhances our
company image. Employees should wear the designated shirts,
aprons or jackets that have been provided by the Company.
49
Personal appearance should be a matter of concern for each
employee. If your Manager feels your attire and/or grooming is
out of place, you may be asked to leave your workplace until you
are properly attired and/or groomed. Employees who violate
dress code standards may be subject to appropriate disciplinary
action.
Drug-Free Workplace Policy
A.Y.T. INC. is a community in which responsibilities and
freedoms are governed by policies and codes of behavior,
including penalties for violations of these standards as stated in
your Employee Manual. We have a standard of conduct which
prohibits the unlawful possession, use, or distribution of illicit
drugs and alcohol by employees on ours site and/or client sites
or as a part of our activities. We will impose disciplinary
sanctions on employees ranging from educational and
rehabilitation efforts up to and including expulsion or termination
of employment and referral for prosecution for violations of the
standards of conduct. Each situation will be looked at on a caseby-case basis.
It is the goal of ours to maintain a drug-free workplace. To that
end, and in the spirit of the Drug-Free Workplace Act of 1988, we
have adopted the following policies:
1. The unlawful manufacture, possession, distribution, or use of
controlled substances is prohibited in the workplace.
2. Employees who violate this prohibition are subject to
corrective or disciplinary action as deemed appropriate, up to
and including termination.
3. As an on-going condition of employment, employees are
required to abide by this prohibition and to notify, in writing
and within five (5) days of the violation, her/his Manager of
any criminal drug statute conviction they receive.
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4. If an employee receives such a conviction the company shall:
take appropriate personnel action against the employee, up
to and including termination.
Use of Company Vehicle
If you are authorized to operate a company vehicle in the course
of your assigned work, or if you operate your own vehicle in
performing your job, you must adhere to the following rules:
1. You must be a licensed driver.
2. You must maintain weekly mileage reports.
3. You are responsible for following all the manufacturer's
recommended maintenance schedules to maintain valid
warranties, and for following the manufacturer's
recommended oil change schedule.
4. A.Y.T. INC. provides insurance on company vehicles,
however, you will be considered completely responsible for
any accidents, fines, moving or parking violations incurred.
5. You must keep the vehicle clean at all times. You must also
wash and vacuum the vehicle as often as necessary. You will
be reimbursed for your reasonable expense of keeping the
vehicle clean. Please retain any receipts for reimbursement.
6. Persons not authorized or employed by us cannot operate or
ride in a company vehicle.
Prior to operation of any company vehicle, your Manager will
train you on the appropriate steps to take if you are involved
in an accident - filling out the accident report, getting names
of witnesses and so on.
The personal use of Company Vehicles is not allowed.
Violence in the Workplace Policy
A.Y.T. INC. has adopted a policy prohibiting workplace violence.
Consistent with this policy, acts or threats of physical violence,
including intimidation, harassment, and/or coercion, which
51
involve or affect us or which occur on our property will not be
tolerated.
Acts or threats of violence include conduct which is sufficiently
severe, offensive, or intimidating to alter the employment
conditions at A.Y.T INC., or to create a hostile, abusive, or
intimidating work environment for one or several employees.
Examples of workplace violence include, but are not limited to,
the following:
1. All threats or acts of violence occurring on our premises,
regardless of the relationship between A.Y.T. INC. and the
parties involved.
2. All threats or acts of violence occurring off our premises
involving someone who is acting in the capacity of a
representative of A.Y.T. INC.
Specific examples of conduct that may be considered threats or
acts of violence include, but are not limited to, the following:
1. Hitting or shoving an individual.
2. Threatening an individual or his/her family, friends,
associates, or property with harm.
3. Intentional destruction or threatening to destruct A.Y.T. INC.
property.
4. Making harassing or threatening phone calls.
5. Harassing surveillance or stalking (following or watching
someone).
6. Unauthorized possession or inappropriate use of firearms or
weapons.
The prohibition against threats and acts of violence applies to all
persons involved in our operation, including but not limited to
personnel, contract, and temporary workers and anyone else on
company property. Violations of this policy by any individual on
52
company property will lead to disciplinary action, up to and
including termination and/or legal action as appropriate.
Every employee is encouraged to report incidents of threats or
acts of physical violence of which he/she is aware. The report
should be made to your Manager.
各位新﹐舊同仁﹐您好﹗
在各位同仁有機會參閱 這 A.Y. T 員工手冊前﹐A.Y.T INC 感謝舊員工多
年來的付出﹐ 也同時歡迎所有新員工的加入﹐希望勞﹐資雙方共同努力
﹐能為顧客提供最優之汽車維修服務﹐也為雙方開創和鞏固更美好的將
來。
眾所周知﹐ 一個能保障員工經濟來源﹐能為員工提供最佳工作環境﹐福
利之機構﹐是需要有一套完善﹐合理﹐公平之管理守則﹐故經公司創辦
人 (GARY ZHU) 與屬下之管理階層多次研商後﹐特制定 “A.Y.T. 員工守
則“ 如下。 望諸位能緊守工作本份﹐嚴防出誤。在工作時間內能有所發
揮﹐有所貢獻。避免不必要的差誤﹐與其他員工保持該有的專業守則﹐
與公司管理階層保持良好的溝通﹐共同發展更理想的工作環境。
本守則為中文翻譯版﹐因公司註冊﹐運作於美國﹐一切法律細節皆以英
語為準﹐故此中文版本內一切守則詳情﹐尤其是有關於法律上的細節﹐
皆以英語版為準。
公司鼓勵華人員工多接觸﹐了解﹐學習英語和如何更能融入美國社會﹐
提高在美國生活層次﹐增加發展機會。公司主管認為此中文版本應勾劃
出工作上該注意之重要議題﹐事項。如有疑問﹐爭議﹐歡迎隨時﹐主動
向管理階層提出。員工於簽收此守則後﹐代表該員工接受﹐瞭解和遵守
公司所定章程﹐免去未來於解聘﹐獎罰﹐昇職過程中有所爭辯。
53
A.Y.T INC 期勉各新﹐舊員工緊守專業精神﹐共創一個歡愉之工作環境
。
A.Y.T 員工守則總覽﹕
1) 此守則如有任何更改﹐公司總裁會以書面更正。任何其他管理層之口
頭﹐文字修改不作有效。
2) 如在此守則內有某部份需更改或有爭議﹐其他部份仍然有效。
3) A.Y.T. 或 任何員工間並無合約型式之勞資關係。
A.Y.T 公司對員工之承諾﹕
1) 賞﹐罰分明: 有功﹐勤奮者﹐升遷機會優先
2) 聘用﹐解僱﹐升級或任何工作中的關係﹐絕無因個人之種族﹐膚色﹐
體型﹐外貌﹐信仰﹐國籍﹐年紀﹐政治立場﹐婚姻所屬﹐局部殘障，所
限制。
3) 公司會定時為員工作表現評審﹕論功行賞
4) 員工如符合預定資格﹐可領有薪假期
5) 員工如符合預定資格﹐可領健康保險福利
6) 升遷機會從有良好表現之舊員工開始。
7) 公司管理階層保證與員工保持開放式溝通渠道。
A.Y.T 對其屬下員工-(您-)的期望﹕
1) 不管是與顧客﹐同僚﹐上司﹐皆要保持友善﹐真誠之關係。
2) 工作中能發揮該有的效率﹐專業水平。儘量避免差誤。
3) 絕無破壞﹐盜取和出賣公司或个人財產之行為。
4) 如無公司同意﹐絕不利用在職或私人時間﹐賺取與公司利益有沖突之
額外經濟收入 (如有兼職它業者﹐需通告並獲公司同意)。
中斷勞資關係之裝況﹕
以下三項裝況﹐如犯有其中任何一項﹐皆被認作自動辭職論
口頭或書面﹐正式請辭
休假期限超過公司批准之長度
無預告或任何聯絡之曠職情形
如犯有：不稱職﹐行為不檢﹐經常性遲到﹐或不斷曠工﹐帶歧視性心態
﹐騷擾同僚和其他違反本守則之行為﹐皆構成被解僱的理由。
保密責任﹕
54
任何在職員工 (或離職後) ﹐皆被要求在關乎來貨價目﹐貨源等商業資
訊，公司运作上﹐替 A.Y.T 保密。如有遇上被詢有關資訊﹐請告對方與
A.Y.T 聯絡。
公平就業法例﹕
A.Y.T 乃百分百支持美國聯邦 “公平就業法律” 之私營機構。此法例之
詳情可參照英語版內容。
性騷擾法案﹕
A.Y.T 乃百分百支持美國聯邦 “性騷擾法案” 之私營機構。此法例之詳
情可參照英語版內容。
(如有察覺此類個案﹐請即通知管理層或公司總裁﹐公司絕不容許任何員
工騷擾其他同僚)
員工背景調查﹕
任何欲申請為員工者﹐在被接納為正式員工前﹐公司會作詳盡﹐公平之
背景調查。此程序包括--教育背景﹐信用狀水平﹐駕駛記錄﹐犯罪記錄﹐
健康状况，過往就業記錄等相關資訊。
員工駕駛記錄事項﹕
基於公司所購保險章程之需﹐ 任何員工皆需擁有良好駕駛記錄﹐並需擁
有認可有效之執照。如有任何變更或被吊銷﹐員工有責任知會顧主。如
被發現無照或記錄不良﹐顧主可採取懲罰行動或解聘。
絕不獲資方容忍事項﹕
以下為可設想到﹐但非所有可能發生之不良操守：
破壞或不守公司规定之守則﹐以至公司利益受損。
不守或不顧應有之安全規則﹐或破壞為保障安全而設之器具。
任何舉動有輕視或妄顧他人或自身安全之行为。
工作時間內吸食﹐擁有﹐販賣任何非法﹐限制類藥品﹐易燃物品。
於工作期间和公司范围内﹐任何時刻﹐嚴禁擁有槍火﹐炸藥﹐爆破物或
有殺傷力之化學品。
打鬥﹐威脅同仁或暴力行為
工作上不聽主管調用﹐採取不合作態度﹐在特殊需要時，拒絕與同仁互
相協助。
恐嚇﹐威脅或煽動同仁以達成個人利益﹐不論是否發生於工作時間內﹐
或工作場所內。
55
有意或無意破壞公司﹐同仁﹐客戶的財物。
盜取公司或個人財產﹐在未經同意下﹐私自使用公司其他员工的器材﹐
工具，被發現及獲罪者﹐馬上解僱並有被刑事起訴之可能。
不誠實﹐偽造文件﹐誤導公司管理階層。修改公司记录，假装有病和理
由而旷工者。
有意或無意破壞保密條款﹐向同業或外人透露公司商業上機密﹐裝況。
13) 散播謠言﹐中傷或損及他人名聲﹐聯黨結派與公司或同仁作對。妨碍
他人工作者。
14) 於工作時間內有不道德行為。
15) 於工作時間內﹐聚賭或參與簽賭。
16) 怠工或拖工﹐與專業水平差距太大﹐無法達成管理人员要求的质量和
速度。
17) 任何帶種族歧視﹐性別歧視﹐色情性之言行。
18) 無預先批準之遲到早退。
19) 未经管理人员同意，徐便离开工作刚位者。
20) 在工作期间，無節制性使用公司，和个人邮电话者。个人电话每次使
用不得超过 10 分钟！
21) 於不當地點﹐不當時段內吸煙。特别是在客户車内！
22) 製造或無視工作環境，员工自身和用具之衛生和清潔者。
23) 貼上﹐張掛未經公司同意之文宣品﹐取走﹐更改公司原有之文宣品﹐
通告。
24) 過多遲到早退﹐曠工﹐誤時不報。
25) 以員工特價買貨轉賣營利
26) 工作時間內，员工之间，上下级之间，不能有任何不雅﹐不禮貌言
行。
27) 工作時間或工作有關情況下有危險駕駛﹐危險動作。
28) 發現危險事故﹐器材故障﹐特别是客人之車况，損毀而不及时報知管
理階層者。
29) 工作時間內推銷任何產品﹐計劃者。
30) 油水随下地者。
31）擅自修改員工上班記錄﹐時間﹐日期。
訓誡﹐懲處步序﹕
以下步序函蓋所有員工﹐觸犯案例有輕重﹐故此步序適用於公司認為仍
有機會可改做者﹐如案例嚴重﹐馬上可被解僱﹐更甚者﹐可被刑事提訴
。
56
訓戒﹐懲處之四部曲﹕
口頭訓戒
書面警告和記錄﹔並罰款 $50 或 5% 佣金
管理階層開會評審/最後通牒及罰款 $100 或 10% 佣金
立刻解僱
4) 立刻被解僱條例﹕
偷盜
塗改公司文件
不守安全規則
破壞保密條款
恐嚇/人身攻擊
有意/無意下破壞公司財物
擁有/食用任何違禁藥物﹐工作時間內飲用酒精物品。
試用期守則﹕
任何新顧聘員工在正式成為 A.Y.T 員工前﹐皆需通過 90 天試用期限 (此
期限內不能享有其他正規員工之福利。) 90 天試用期滿後並不代表會馬
上轉成正規員工﹐管理層會作表現評審﹐再作通知。任何離職超過一年
之舊員工﹐再被聘用時易需通過與新人一般之 90 天試用期。臨時工 (不
是全職者) 在轉成全職時﹐不能以過往在職時間長短來填補 90 天試用期
限。
任職週年紀念日
員工被正式被聘為全職員工之第一日﹐為計算週年紀念日
聯邦移民法守則
任何被聘﹐ 將被聘﹐ 已被聘之員工﹐ 如無法提供在美國合法工作之身份
證明﹐所有勞資關係即時中斷。資方有權隨時要求任何(新﹐舊﹐)員工提
供所需證明。
工作時間表
公司運作時間為﹕
早上 8﹕00---下午 6﹕00 (週一至週六) # 1
早上 8﹕00---下午 4﹕00 (週六) # 2，3，4。
準確/有效率之工作時間
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如無管理層之認可﹐超時工作屬自願性﹐無薪算。
遲到/早退 條款
如無合理緣由或預早通知管理層﹐任何遲到﹐早退者﹐會受不同等級之
懲罰。
(請參照英語原版或與經理接洽)
曠職/ 請假 條款
如有生病﹐ 私人緊急事項﹐需要晚到﹐請假﹐需盡早與管理層聯繫。員
工有可能需出示醫生證明或其他合理文件。
工作期間之小休與餐休時間
如員工被編排當天工作 4 個小時以上﹐該獲批准 30 分鐘餐休(無薪) 。
如工作八小時﹐可享有 2 個 (15 分鐘) 之小休。小休時間需與經理安排。
以上各事項為員工守則之中心點﹐被認為是每日工作過程中最被關注的
事項。
以下其他主要事項同等重要﹐細節請與管理層探討﹐一切內容細節以英
語原版為準。
員工所屬性分類﹕試用期之員工﹐全職員工﹐半職員工﹐ 合同工﹐非管
理層(按時算酬) /管理層 (非按時算酬)員工。
個人記錄管理
個人醫療記錄管理
薪酬制度﹕
時薪與月薪制﹕
A.Y.T 於用人﹐付酬﹐升遷方面全以個人表現﹐能力為考量。與性別
﹐年歲﹐外貌﹐宗教信仰﹐種族等其他因素毫無關連。
不论是領時薪还月薪酬，發放薪酬的時間均由各个单位主管按实际情
况，自行决定。員工薪餉如無書面授權﹐資方不會發放给他人。
超時工作報酬
薪酬中需被扣除之部份﹕
薪酬如有差誤﹔
上班時間記錄事項﹕
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政府或法庭判決之扣薪事項﹕
個人工作表現評審﹕
薪資調整方案﹕
如何成有資格領福利之員工﹕
公司保險福利條款﹕
政府要求﹐制定之福利保障﹕
社會安全福利條款﹕
休假方案﹕
有薪假日﹕全年有六日其他有薪休假---家有喪葬白事﹐病危。
配審團員公職假
商殘或分娩假
參軍停職條款
停職期間之保險條款
工作時間內之安全事項﹕
報告有關工作環境與個人安全事項
進出工作場地事項
保安檢查事項
如何確保工作中之安全﹕
隨時通告危險裝況﹐任何傷害﹐火災事故
有問必有答政策
如何防火和其他潛在危機
緊急疏散方案
如何保持工作環境整潔
辦工室內之保安程序
公司財物﹐機件之護理
公司或個人財物整體安全考量
吸煙者注意事項
公司會議條款
公司電腦軟體之保安與嚴禁翻造條款
工作時間內之電郵﹐電腦之使用事項
工作時間內之手機使用事項
任何慈善捐獻事項
工作時之衣裝﹐儀容
嚴禁毒品政策
公司車輛使用準則
嚴禁工作時間內或場地內之身體傷害﹐言語和肢體上的沖突事項。
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A.Y.T 總裁與管理層祈望各員工深入了解任何能緊守工作崗位﹐避免無
必要之差誤﹐學習與增強在美國發展之機會。
