EMPLOYEE MANUAL MANUAL SI.pdfsubmit all construction training documentation, i.e. Forklift operator...

Safeway Installations LLC

TEL: 201-880-5238 FAX: 201-487-7708

18-01 River Road Fair Lawn, NJ 07410

EMPLOYEE

MANUAL

Reviewed and updated January 2018


TEL: 201-880-5238 FAX: 201-487-7708


TABLE OF CONTENTS

I. Equal Employment Opportunity II. What you can expect From Safeway

III. What Safeway Expects from you IV. Pre-Employment Requirements V. Employment Documentation

VI. Personal Data Changes VII. Immigration Law Compliance

VIII. Attendance IX. Insurance X. Work Schedule

XI. Time Cards/ Time Sheets XII. Family and Medical Leave

XIII. Jury Duty Leave XIV. Safety Policy XV. Accident Reporting

XVI. Harassment Prohibition Policy XVII. Substance Abuse Policy

XVIII. Steps to Success XIX. Please Call Safeway When… XX. Guidelines for Conduct

XXI. Employee Acknowledgement Form


TEL: 201-880-5238 FAX: 201-487-7708


I. Equal Opportunity Employer It is the policy of Safeway not to discriminate against any employee or any applicant for employment because of age, race, religion, color, handicap, sex, physical condition, developmental disability, sexual orientation or national origin. This policy shall include, but not be limited to, the following: recruitment and employment, promotion, demotion, transfer, compensation, selection for training including apprenticeship, layoff and termination.

All our employment and advancement opportunities decisions are based on merit, qualifications and abilities.

Any employee with questions or convers about any type of discrimination in the work place is encouraged to bring these issues to the attention of their immediate supervisor. Employees can raise concerns without the fear of reprisal. Anyone engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination.

II. What You Can Expect from Safeway

Safeway is committed to creating a harmonious working relationship among all its employees. These are our objectives in pursuing this goal

To select employees based on knowledge, skills, performance, professional credentials and character.

To provide a challenging and rewarding work experience

To maintain mutual respect in our working relationships and treat all employees with courtesy and consideration.

To strive to keep employees informed of the Company’s progress in its overall goals and objectives

To promote and fill vacancies from within, whenever possible.

To take prompt and fair action on any employee complaint that may raise the everyday conduct of business.


TEL: 201-880-5238 FAX: 201-487-7708


III. What Safeway Expects of YOU

You are expected to work effectively and efficiently with fellow workers in attaining your objectives and those of the company.

Earn your pay by doing a fair day's work

Follow instructions and accept suggestions

Obey occupational health and safety rules

Ask for help if you need it

Behave honestly and ethically

Look after company property

Behave well on the job so that people respect the company and staff.

IV. Pre-Employment Requirements

All new employees of Safeway are required to complete pre-employment work assessment and new hire employee paperwork. Upon receiving an employment offer from Safeway new employees must submit all construction training documentation, i.e. Forklift operator certification, scissor lift operator certification, OSHA 10 in the Construction Industry Certificate. If employee does not have certifications, they are to advise the supervisor immediately and adequate training will be provided prior to operation of any equipment.

V. Employment Documents

False or omitted information from an application or other employment documents will result in excelling the application from further consideration or if employed, will result in termination of employment.

VI. Personal Data Changes

It is the responsibly of each employee to promptly notify the Company in writing of any changes in personal data, such as address, telephone number, dependents changes, emergency contacts, educational accomplishments, etc.


TEL: 201-880-5238 FAX: 201-487-7708


VII. Immigration Law compliance

Safeway fully complies with the Immigration Reform and Control Act of 1986 IRCA. Work authorization documents with expiration dates require updating to maintain work eligibility before the expiration of those dates. Failure to produce acceptable documentation within legal parameters or the use of fraudulent documents may result in the termination of employment and in civil and/or criminal penalties.

VIII. Attendance

Safeway policy on lateness/absences allow for two (2) absences and or lateness during a six month period. Any employee that exceeds this policy will result in the following disciplinary action.

This policy does not apply to pre-approved absences with prior notice and proper documentation.

A. First lateness/absence- verbal warning B. Second lateness/absence- written warning and possible termination.

IX. Insurance

You are covered by Worker’s Compensation Insurance. If you have any job related injury, contact your supervisor immediately. All accidents must be reported within 24 hours. You will be required to fill an injury form, and most visit our approved medical facility. Drug/Alcohol test may be required immediately after the accident. We ask for ask for your assistance in alerting management to any condition which could lead or contribute to an employee accident.

X. Work Schedule A. All departments at Safeway operate on a standard schedule, which is subject to

change. B. Some Assignments may require mandatory overtime, the employee must notify

supervisor prior to overtime being scheduled. C. All shifts are subject to change, each employee will be notified prior to shift changes D. In cases of inclement weather, such as excessively heavy snow storms, Safeway can,

at its discretion declare an emergency day. Employee will only be paid for the time


TEL: 201-880-5238 FAX: 201-487-7708


XI. Time Cards/Time-Sheets/ Paycheck

Safeway only pays for documented time sheets submitted by supervisor. It is your responsibility to verify with supervisor the hours are recorded accurately.

Getting your check

Paychecks are distributed by end of working day Friday by your supervisor. If you need to make

other arrangements to receive your check, you have to notify supervisor in writing.

Your paychecks may also be direct deposit to your bank account or via Aline Pay Cards.

XII. Family and Medical Leave

Safeway will grant eligible employees an unpaid leave of absence for any of the following purposes:

The birth of a child or the care of such child.

The place of a child for adoption or foster care

A serious health condition of the employee’s spouse, child or parent, in order to care for the spouse, child or parent. A serious health condition is an illness, injury, impairment or physical or mental condition that involves in-patient care in a hospital, hospice, or residential medical care facility for continuing treatment by a health care provider.

A serious health care condition of the employee which make the employee unable to perform his or her position.

XIII. Jury Duty Leave

Leave of absence will be granted to employees for mandatory jury duty. An employee who receives notice of jury duty must notify Safeway as soon as possible so that the necessary arrangements can be made. Employees are excused without consequences for the jury duty. Jury duty leave is without pay, or otherwise stated/mandated by the local/ state government or law. Employees must show the jury duty summons to their supervisor as soon as possible and a proof of services upon return.


TEL: 201-880-5238 FAX: 201-487-7708


XIV. Safety Policy

Safety has no quitting time! For this reason, safety is one of Alo Cinema’s principal responsibilities and must be made an integral part of all functions.

By law, employees are required to comply with all safety and health regulations establish for their protection. Employees should

Follow all safety rules applicable to their job

Immediate report to the supervisor; all accidents, incident or injuries regardless of how insignificant the injury or situation may seem

Obey all signs and labels. They alert to you to hazards on your job

Know procedure for fire reporting, fire escape and fire extinguishing

Immediately report to the supervisor all safety hazards

Participate fully in any safety program activities

Be responsible for keeping the work area clean and orderly, and keep fire doors, exits and aisles clear

Assist supervisors in setting a safe example for new worker, and if assigned, to instruct other employees in the safe performance of their duties

Operate equipment and vehicles in a proper and safer manner.

If you’ve any questions regarding safety on an assignment, contact Safeway consultant.

It is incumbent upon each employee to abide by all the safety rules, remain drug free, notify their supervisor of any unsafe conditions, and stay focused on that they are doing and what is going on around at all times.

Working together, we can all go home to our families in good shape.

Equipment Requirements

Each employee may be required to wear certain safety equipment to protect from injury. Each assignment may require different equipment; you will be informed of which equipment may be required. Equipment may be supplied to you for your protection or employee may be required to arrange safety tools to comply with appropriate dress code. If you fail to wear safety equipment that is required in assigned department, Safeway will take disciplinary actions.

A. First incident of non-compliance with safety requirement will be a verbal warning. B. Second incident of non-compliance will result in being sent home for the rest of the shift and

possible suspension.


TEL: 201-880-5238 FAX: 201-487-7708


C. Third incident of non-compliance will result in suspension and possible termination form assignment with Alo- Cinema.

XV. Accident Reporting

All accident/injuries must be reported immediately to Supervisor. Each Supervisor will fill out and accident report at the time the injury/accident is reported.

If the accident/injury calls for medical attention, employee will be directed to the nearest approved facility for that care. When the employee gets to medical facility, he/she will be required to take a post-accident drug/alcohol test (where permitted).

Employee will need to then report back Supervisor to discuss the availability of a lift duty assignment if applicable.

Employee will also need to give the medical report to supervisor to notify of further follow up appointments.

If the accident/injury does not require medical attention, the employee must complete an accident report with the Supervisor and sign the report stating “no medical attention required”.

Any employee who refuses medical treatment when injury requires medical attention, for any reason, will be subject to possible termination.

Any accident/injury, which is caused by an unsafe act or violation of safety guidelines, will result in a written warning and possible further action depending on the nature of the act.

Any employee, who knowingly and with intent to defraud any insurance company/ employer or other person, files an application for insurance or statement of claim containing any materially false information or conceals for the purpose of misleading, information concerning any fact material thereto commits a fraudulent insurance act, which is a crime and subject such person to criminal and civil penalties.

XVI. Harassment Prohibition Policy

It is company policy that all employees are responsible for assuring that the workplace is free from sexual harassment. Because of the company’s strong disapproval for offensive or inappropriate sexual behavior at work, all employees must avoid any action or conduct which could be viewed as sexual harassment, including;


TEL: 201-880-5238 FAX: 201-487-7708


Unwelcome sexual advances

Request for sexual acts or favors

Creating an intimidating, hostile, or offensive working environment

Other verbal or physical conduct of harassing nature

Other types of harassment include offensive conduct based on race, national origin, religion, sexual orientation, age, actual or perceived mental or physical disability, or marital status.

Any employee who has a complaint of harassment at work by anyone, including supervisors, co-workers or visitor must bring the problem to the attention to the Human Resources Department, All complaints will be promptly handled and thoroughly investigated to ensure a fair and proper inquiry; special privacy safeguards will be applied in handling sexual harassment complaints. The privacy of the charging party and the person accused of harassment will be kept strictly confidential.

Safeway will retain confidential documentation of all allegations and investigations, and will take appropriate correction action, including disciplinary measures when justified, to remedy all violations of this policy. Safeway will not tolerate any retaliation or harassment against an employee for making a sexual or other harassment complaint.

XVII. Substance Abuse Policy

Safeway is committed to proving a safe work environment to foster the well-being and health of its employees and to establish a fair, consistent and non-discriminatory policy concerning alcohol and drug testing. That commitment is jeopardized when any employee illegally uses drugs, comes to work under their influence, or possesses, distributes or sells drugs on or off the job, or abuses alcohol.

A. It is a violation of company policy for any employee to report to work under the influence of illegal drugs or alcohol.

B. It is a violation of company policy for any employee to possess, sell trade offer for sale any illegal drugs or otherwise engage in the use of drugs or alcohol on Safeway premises or client premises.

C. Violation of this policy will result in termination. D. Testing: Urinalysis testing for drugs or abuse of alcohol will be required in a number of defined

circumstances including:

Random testing

After work related injuries/accidents

When there is reasonable suspicion of alcohol or illegal drug use

As part of treatment program or follow up treatment.

An employee who refuses to be tested when so required may be subject to dismissal.


TEL: 201-880-5238 FAX: 201-487-7708


Employees needing help in dealing with a substance abuse problem are encouraged to seek assistance. Seeking assistance is the employee’s responsibility; however Safeway will be happy to refer employee to an assistance program, may approve for an unpaid leave of absence until employee is able to return to work.

The intent of this policy is to send a clear message that the illegal use to drugs and alcohol abuse are incompatible with employment at Safeway Installers.

XVIII. Steps to Success

The following are guidelines that will help you make a good first impression and help you earn an excellent client evaluation. Remember, how you conduct yourself as an Safeway employee is important. It can significantly impact the types of companies to which you are referred, the likelihood of being offered a “direct-hire” position, and your employment prospects for the future!

Be Prompt. Promptness is a must from the first day of hire to the last day. Please arrive 15 minutes early on each day of the assignment. This allows tome to find parking, the building entrance

Dress Appropriately. Your Supervisor knows the dress code for the company to which you’re assigned and will share that information with you.

Before you start, understand the work your being asked to perform. Listen carefully to all instructions and do not be afraid to ask questions and take notes. While on assignment, please observe and follow the policies and procedures of the Client Company.

Avoid Personal Business While At Work. Never discuss your personal problems at work. If an emergency or change in circumstances develops while you are on assignment, let us try to make arrangements you need.

Have a positive Attitude. When interacting at work sites, make a point of being friendly.

Advise your supervisor of your progress at the end of your shift. When you get ready to leave for the day; return tools, work papers, etc. to their appropriate place.

Be Discreet. Safeway employees are sometimes asked to handle confidential information. Do not discuss a client’s business outside of workplace. NEVER discuss your compensation with other employees.


TEL: 201-880-5238 FAX: 201-487-7708


XIX. Guidelines For Conduct

It is expected that all employees will conduct themselves in an appropriate and dignified manner. For your guidance, the following examples are provided as to the type of misconduct that will result in discipline, up to and including termination. (This list is not all Inclusive, is given only as a guideline)

Violation of company’s policies

Flagrant misconduct.

Theft or destruction of Alo Cinema’s, Customer’s or another employee’s property.

Insubordination- refusal to follow the direction of a supervisor or manager.

No Call, No Show.

Falsification of any company record or intentionally giving false information for company records (on employment application, time sheets, etc.)

Fighting or engaging in any act of violence on Company or Customer property. Safeway has zero tolerance for violence in the workplace. Any behavior that the company deems has created a hostile work environment will result in termination.)

Leaving from the job site without supervisor’s permission.

Possession of or bringing any dangerous weapons on Company or Customer property.

Refusal to follow safety rules or instructions, including failure to wear or utilize safety equipment.

Threatening, harassing, intimidating, or interfering with other employees or Supervisors at any time or with Visitor to work site.

Damage to or theft of rental equipment.

Bringing food or drink into any area where not permitted.

Gambling on Company property

Making or receiving non-emergency personal calls during working time.

Littering.

Removal of guards or any safety fixtures from machines or equipment.

Horseplay and practical jokes. Offensive behavior will not be tolerated.

Excessive absenteeism or lateness

Smoking in prohibited areas.

Sleeping or loafing during working time.

Poor or defective workmanship of performance.

Using vans or other Safeway or Customer office equipment or property (computers, internet access, software, postal services, telephones, photocopiers, files, fax machines, long distance services, etc.) without authorization from Supervisor.

We emphasize that termination decisions will be based on an assessment of all relevant factors. If any of these rules are broken, a warning will be issued and depending on the severity of your actions, you could be terminated immediately.


TEL: 201-880-5238 FAX: 201-487-7708


EMPLOYEE ACKNOWLEDGEMENT FORM

I’ve received a copy of the Safeway Installers Employee Handbook and understand its contents, and agree to comply with the company policies and procedures. I understand that this Handbook us intended to provide an overview of Alo Cinemas’ personnel policies and does not necessarily represent all such benefits and policies in force. This Handbook is a guide, not a contract. Safeway may at any time, with or without written notice, add, change, or rescind any benefit, policy or practice in its sole discretion.

Due to the nature of company operations and variations necessary to accommodate individual situations, the guidelines set out in this Handbook may not apply to every employee in every situation, and individual facilities may add an addendum to these guidelines to accommodate local business requirements.

I understand and agree that no one has the right to enter into any oral agreement that is different than what is stated herein. I also understand that violations of the policies contained in the handbook could result in disciplinary action up to and including termination.

I further understand that if I have any questions about the interpretation or application of any policies contained in the handbook, I should direct these questions to the Supervisor or Human Resources department.

Date: ____________________________________________________

Printed Name: ____________________________________________

Social Security Number______________________________________

Signature: ________________________________________________

Witness Signature: _________________________________________

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