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Global Communications Group Inc. Employee Handbook




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GLOBAL COMMUNICATIONS GROUP,INC.
EMPLOYEE MANUAL
Global Communications Group, Inc.
INTRODUCTION
This Employee Manual has been designed with your specific needs in mind so that your employment with our firm is satisfying and rewarding.
We are ready, willing and able to assist in solving any work related situations you might encounter.
Provisions of this Manual are subject to review and revision as warranted by changing conditions. They apply to all staff members of this firm.

You are being given your own copy of this Manual.
As a staff member, you are expected to abide by the rules and regulations, as stated in this Manual.

Upon reading it you must sign and return the Acknowledgement forms, keeping one and returning one to be kept in your personnel file.

This Manual does not in any way constitute and should not be construed as a contract of employment between Global and staff member or a promise of employment. Since employment with Global is voluntarily entered into, you are free to resign at any time. Similarly, Global may terminate its employment relationship with you at any time.
(i)
TABLE OF CONTENTS----------- Page
CODE OF CONDUCT.......................... 6
EMPLOYMENT STANDARDS ....................... 8
Equal Employment Opportunity................. 8
Personnel/Human Relations.................. 8
Personnel Records............................ 9
Change of Status............................. 9
Licenses..................................... 10
Performance Review/Evaluation................ 10
Performance Appreciation Form................ 11
Performance Counseling....................... 11
EMPLOYEE, NEW AND ONGOING ........................ 11
Orientation.................................. 11
Probationary Period.......................... 11
Global Employee, New Position................ 13
EMPLOYMENT CLASSIFICATION......................... 13
Exempt Employee.............................. 13
Permanent Full-Time Employee................. 13
Regular Part-Time Employee................... 14
Temporary/"As Needed" Employees.............. 14
Transfer to Regular Part or Permanent Full Time 15
High Work Production......................... 15
Low Work Production.................. 15 (ii
Reduction in Work Force...................... 16
Resignations................................. 16
Termination - Two Types...................... 16
HOURS OF WORK..................................... 17
Schedules.............................. 17
Meals........................................ 17
Break Time/Rest Period.................. 18
Smoking...................................... 18
WAGE AND SALARY POLICIES ......................... 18
Competitive Pay.............................. 18
Pay Periods.................................. 19
Time Recording............................ 19
Payroll Deductions......................... 19
Overtime..................................... 19
Wage Increases............................... 20
Advance in Pay............................... 20
Termination Pay.............................. 20
EMPLOYEE PAID/UNPAID TIME OFF
Holidays...................................... 20
Vacation...................................... 21
Sick Time..................................... 21
Sick Time for Illness/Leave................... 21
HEALTH AND SAFETY POLICY.......................... 22 (iii)
IMMEDIATE RESPONSE HEALTH AND SAFETY CONCERNS..... 24
Threatening Situations....................... 24
Accidents.................................... 24
Fire/Disaster Safety......................... 24
Dangerous/Hazardous Work Tools............... 25
Situations of Concern........................ 25
GENERAL PERFORMANCE POLICY........................ 26
Note about Disciplinary Action............... 26
Supervisor/Manager Job Performance........... 26
Employee Job Performance..................... 26
Alcohol, Drugs and Other Substance Abuse..... 27
Alcohol Intoxication/Functioning Under Influence of Drugs..................................... 28
Animals, Wild and Domestic................... 28
Attendance and Lateness...................... 29
Company/Employee Vehicle, Use for Global..... 30
Confidential Information..................... 30
Conservation/Recycle......................... 31
Customer/Employee Incidents.................. 31
Customer Relations........................... 31
Employee Attitude - Positive................. 32
Employee Attitude - Willful/Disorderly....... 32
Endorsements/Signing Receipts/Purchases/Legal Documents.................................... 33
Gambling..................................... 33
Global Property, Borrowing................... 33 (iv)
Harassment................................... 34
Language..................................... 34
Maintenance and Repair....................... 35
Media Policy................................. 35
Merchandise Purchasing by Employees.......... 35
Performance Review........................... 35
Personal Appearance.......................... 36
Personnel Records............................ 36
Solicitation and Distribution................ 37
Statement of Non-Union Status................ 37
Suggestions.................................. 38
Time Card Sign In/Sign Out................... 38
Telephone Use................................ 38
Tips and Gifts............................... 39
Theft........................................ 39
Visitors, Non-Business....................... 39
Weapons/Fire Arms on Site.................... 39
PROBLEM RESOLUTION PROCEDURE...................... 40
CORRECTIVE ACTION PROCEDURE....................... 42
Note About Demotions.............................. 44
Performance Improvement Plan...................... 46
Acknowledgement................................... 47 (v)
CODE OF CONDUCT This code has been designed to identify principles and standards to be observed in the conduct of Global's business and in its dealings with others. We believe, however, that personal integrity is a quality which cannot be created or preserved by written rules alone. The ethical conduct of Global depends on the understanding and judgement of all of its employees. We expect you to fulfill your responsibility in such a way that your actions will reflect the ethical standards of Global. We also recognize that one strength of an organization is its ability to listen, respond and incorporate constructive dissent. If you are faced with a situation wherein your standards differ significantly from those of Global, you may discuss and resolve your concerns with any member of Global Management without fear of reprisal.
As an employer, Global: . Pledges to treat you fairly and equitably and in full compliance with all State and Federal Laws. . Hires, transfers, and promotes based on Global standards and in keeping with State and Federal regulations, without regard to sex, age, race, color, religion, national origin, ancestry, veteran status, disability, or any other protected category of the employee. .
Administers policies, pay and benefits in a fair and consistent manner. . Encourages timely, candid and relevant exchange of information and open channels of communication. . Provides an atmosphere of understanding, cooperation and mutual trust while protecting your right to privacy.
As a participant in the marketplace, Global: . Will conduct all relations with customers, competitors, and suppliers in full compliance with and spirit of applicable laws. .
Will function in a manner that is exemplary in its honesty, good faith and fairness. (6)
As an employee, Global expects you: . To perform in a manner which is ethical and moral, and in compliance with all Federal and State laws, rules and regulations. .
To respect the rights of all individuals who work for Global, those who provide Global with services and supplies and Global's customers. . To protect Global property, equipment and supplies. . To safely use Global's devices, equipment and supplies. .
To agree not to disclose any "Confidential Information" for any purpose other than in the performance of the duties of your position. . To avoid conflicts of interest involving transactions, conduct or associations with Global employees, vendors or customers. . To perform your tasks in accordance with the principles outlined in this handbook.
. To be responsible for knowing the contents of this handbook and observing its policies and practices at all times. .
To understand that your actions may lead to the enforcement of the outlined consequences, when Global's policies and practices fail to be observed by you. . To understand that an employer's decision, based on the special circumstances presented, to not enforce a consequence in one situation is not an implication that the enforcement will not be taken in another situation. (7)
EMPLOYMENT STANDARDS Equal Employment Opportunity Global is firmly committed to the concept and practice of Equal Opportunity Employment (E.O.E.). We administer all employment practices based on individual experience, education and training. Global's employment practice is based on hiring the best candidate for the job regardless of race, color, sex, religion, age, national origin or disability.
It is and shall continue to be our policy to provide promotion opportunities in a nondiscriminatory manner and based on job-related qualifications and abilities.
Global will make reasonable accomodations for the disabilities of any of its employees.
Global will entertain employing individuals with conviction records. A conviction is not made public knowledge unless made so by the convicted individual. We are all responsible for upholding this E.E.O. policy and commitment. E.E.O. laws afford each one of us the chance to succeed or fail based on individual merit. Personnel/Human Relations When you are hired by Global, the first item on your agenda is to meet with the Personnel Manager (or his/her represantative). While with him/her you will do the following: 1. Receive and review your "Terms of Employment" letter, seeking clarification of any questions you may have. Employment within any category/classification is not to be considered a contract for life employment. Employment at Global is considered to be the term in which you wish to be employed by Gobal, you meet the standards established in this manual, your performance exhibits continual maturity in function and the service provided by your employment remains necessary to the fuction of Global. 2.
Read the "Global Policy Manual". Then sign the verification form at the end of the Manual. This indicates that you have read the Manual, asked any needed questions, and understand the work guidelines for employees as set out in the Manual.

(8)

3. Complete other required forms of Global's including (but not limited to) Emergency Contact Form, Benefits Indication Form, Confidentiality Agreement, etc.
4. Complete an Affirmative Action Status Form. Global is an approved D.O.D./government contracter and from time to time bids on contracts. In this capacity Global is asked for information relating to protected employee categories (such as race/gender/etc.)
Please indicate your permission for this on the Status Form.
5. Submit required documents for employee files e.g. identification, work permits, licenses...
6. Complete all State and Federal paperwork e.g. identification, status, taxes... All non-U.S. citizens must provide proof of eligibility to work as dictated in the I-9 Federal Form. Before an acceptable non-U.S. applicant can be allowed to begin work, required documentation must be provided and forms completed by Global.
NOTE: Inaccurate or falsified information on any form, including your application form, is grounds for immediate termination. Personnel Records Your records are maintained by the Personnel Manager. These records are confidential and remain the property of Global. A copy of these records will also be maintained at Global. A copy of your Social Security Card and/or other form of identification will be maintained in the file. Other records that will go into your file include: Worker's Compensation records, information relating to medical conditions, I-9 forms, confirmation documentation, significant grievance/discipline files, exit interview and conviction information. A current or former employee has the right to inspect and copy information that is in his/her files. Change of Status For emergency and insurance purposes any change in your status must be reported immediately. This includes (but is not limited to) any change in your name, address, phone number, marital status, number of beneficiaries, number of

(9)
dependents, emergency contact person etc. This information is of vital importance to your payroll and personnel records. It is your responsibility to see Personnel/Payroll to have all the appropriate forms changed as any change occurs. It is also your responsibility to notify the Social Security Administration of any name change/correction. Licenses If you are required to have a license or certification to perform your job, you are personally responsible for securing the license, keeping it up-to-date and providing the Personnel Department with a copy of your current license. Falsifying the status of your personal license is grounds for dismissal. Performance Review/Evaluation The purpose of a performance review is to evaluate your overall performance, to identify ways to further strengthen strong areas of your performance and, as necessary to give guidance in areas where performance needs improvement. specifically, employees are rated, from superior to poor, in several areas of job performance, as well as in employee conduct. The Performance Evaluation will be completed by your Supervisor, at the end of the 90 day introductory period, and yearly on your anniversary thereafter. Special circumstances may prompt a review in a shorter period of time. You are given consideration for pay increase, based in large part on these evaluations. Your Supervisor's review will evaluate your continuing adaptation to your position, your maturation in your performance and any changes in same that have been required by changes in Global. Also reviewed is the quality of your work, your cooperation, your attitude towards your job (including customers and co-workers), and your attendance and punctuality. At any evaluation/review, you will be given the opportunity to read the evaluation, discuss it with your supervisor, comment on it verbally and in writing and and establish goals for future performance. Then you will sign it. The signed evaluation will be added to your personnel file. (10)

Performance Appreciation Form We appreciate any employee who extends him/herself to do just a little extra as he/she performs his/her job. Any employee may complete a Performance Appreciation Form for any other employee and give it to the Management. The form then becomes part of the "appreciated" employee's permanent personnel file. Performance Counseling Depending on the nature of these documents they are maintained in your personnel files for a year or more. They are reviewed at each performance evaluation.

EMPLOYEE, NEW and ONGOING Orientation As a new staff member, you will be given an orientation to ease your entry into Global. you will receive basic information needed to succeed in your responsibilities. The orientation will be given by the site manager or his/her appointed representative. During orientation you will be shown around your work location, introduced to your co-workers and receive an explanation of your position's duties and responsibilities. You will be informed of important work rules, procedures and requirements. Follow up will be provided as required for the position. Be aware that the type of work completed at the Telcom site varies with the work orders. Daily work requirements are also flexible in nature at the Global Business Center. In keeping with Global's flexible image, your job description, work space and work site are subject to change on short notice. Probationary Period The probationary period is the greater of the first 90 days of employment or the first 60 days of actual work. No benefits are available during the probationary period. The purpose of this period is for you to assess the position and for Global to assess your ability to meet applicable standards of work performance and behavior. During this time,

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the quality of your work, your cooperation, your attitude toward the job, and your attendance and punctuality will be closely observed by your supervisor. Constructive supervision and counseling will be provided throughout your Probationary Period, in keeping with individual goals set for your performance. You will receive a formal Performance Review at the end of the introductory period. You will be given the opportunity to read the evaluation, discuss it with your supervisor, comment on it verbally and in writing and and establish goals for future performance. Then you will sign it. The signed evaluation will be added to your personnel file.Employees who are under probation are subject to the same progressive disciplinary system (described later in this Manual) as any other employee.1) Probation Ends - Personnel receives a Review Form with recommendation for your continued retention in the position for which you were on probation. Your employment status will change accordingly. Benefits will be put in place as applicable. Note: As previously stated this is not an implication of a lifetime commitment of employment. It should be noted that each employee, upon the ending of his/her probation, has a responsibility to contact Payroll to ensure that Payroll is made aware of the employee's change in status. The employee will ascertain that his/her necessary forms are completed for the position change. 2) Probation Continues - Personnel receives a Review Form indicating that, based on the verbal and/or written counseling provided to you over your probationary period, significant deficiencies still exist in your performance. The Review further indicates that with further supervisory counseling these deficiencies can be corrected. With this evaluation you will be offered an opportunity to complete an additional probation period, not to exceed 60 days. The terms of the additional probation and an outline

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of the specific improvements expected will be indicated in an addendum to your employment agreement. Your status will not change during this period of time. 3) Position Opportunity Terminates - Personnel receives a Review Form indicating that, despite previous verbal and written counseling, performance deficiencies have continued. Furthermore, these deficiencies are of such a nature that you are not considered suitable for this position and you are being terminated. If this decision is based on inability to perform assigned tasks, the employee will have the option of a Voluntary Quit status. At any time during the Probationary period Global or you may decide this position does not best suit your talents. When either party reaches this decision, Global wishes you success in your future endeavors. Global Employee, New Position If you are already a full time Global employee and enter a probationary period for another position, your benefits will continue. You will have a clear, written understanding of your previous position prior to entering probation for a different position. EMPLOYEE CLASSIFICATION Employees are classified according to the following categories which will determine eligibility for benefit programs. Exempt Employee These individuals will function as defined in Federal Statutes and may include Global Management. An exempt employee's services and compensation are as defined within his/her contract. Permanent Full-Time Employee A. 40 - hour Employee - An individual employed in a position, (as defined in his/her Letter of Employment) which requires 40 or more hours of work each week, is considered a full-time employee and is entitled to full employee benefits, subject to availability. These benefits will cease as of the date of the individual's termination from Global. B. 30 - 40 hour Employee - This employee is in a position, (as defined in his/her Letter of Employment) where he/she is needed for scheduled hours which are over 30 and under 40. (13) Based on his her letter, this employee is eligible for benefits on a co-pay basis. Global will pay 75% of its normal contribution toward benefits for an agreed 30 to 34 hours/week and 80% of its normal contribution toward benefits for an agreed 35 to 39 hours/week of full time employment. Actual hours worked may vary occasionally. The co-pay amount is not based on hours worked in any one week but on the hours agreed upon in your Letter of Employment. If hours indicate a change in status should be considered, this should be brought to the attention of the management by Payroll, the Supervisor, or the employee for assessment and possible change in the agreement. When a full-time employee becomes a part-time employee, he/she will sign a new letter of employment. His/her benefits will cease on the day of cessation of his/her full-time employment. Regular Part-Time Employee A regular part-time employee is one who is regularly scheduled to work less than 30 hours per week. This employee may, from time to time, work more than 30 hours a week. This temporary augmentation of hours does not imply that the employee is now a full-time employee. A regular part-time employee who wishes to be a full-time employee must apply for a full-time position. Global will make the decision to augment an individual to full-time status based on the following evaluations: 1) There must be a pay slot opening for a full-time position. 2) The employee's qualifications will conform to the total of the job description. 3) The employee's previous performance reviews will have been positive. If the application is accepted, Global will transfer the employee to a 90 day probationary status and will issue a new letter of employment. Upon completion of the designated probationary period, and a positive performance review the employee will assume full-time status and full-time benefits will ensue. Temporary/"As Needed" Employees From time to time an individual may be employed for a specified period of time or until a certain task is (14) completed. This assignment may even require to work over 40 hours for an extended period of time. This classification of employment agreement does not imply permanent employment in any capacity, and no benefits will be accrued. Transfer to Regular Part or Permanent Full Time If a "temporary" employee wishes to become a regular part- time or permanent full-time employee, he/she must apply for the position. Global will make the decision to augment the employee based on the following evaluations: 1) There must be a pay slot opening for the position. 2) The employee's qualifications will conform to the total of the job description. 3) The employee's previous performance reviews will have been positive. If the application is accepted, Global will transfer the employee to a 90 day probationary status and will issue a new letter of employment. Upon completion of the designated probationary period, and a positive performance review, the employee will assume the status and any benefits of the new position. High Work Production During periods of high activity or emergency situations, you may be asked to work extra hours or to stay past normal quitting time. You may be asked to work out of your normal area and in any Global area where a need for high production exists. Low Work Production In periods of low work activity you may be asked to work less than your normally scheduled hours or to work in another Global location. If Global sees this situation has the potential of occurring, it will attempt to give tthe employees as much notice as possible. Your benefits will remain the same for an expected/notified short duration. If the situation is expected to continue, employee adjustments may be required which may affect your scheduled hours and/or your benefits. (15) Reduction in Work Force Global reserves the right to temporarily or permanently reduce its work force due to economic fluctuations. If it becomes necessary to permanently reduce the work force at Global, two weeks notice of termination will be granted each staff member affected by the reduction. Resignations For the continuity of working conditions at Global, it is desired that members of staff give at least two (2) weeks notice and members of management at least four (4) weeks notice prior to resignation. Part of the resignation procedure is to see the Personnel Manager for an exit interview, and completion of necessary paperwork, including computation of any remaining benefits. Payment for unused benefits is prorated for the portion of the year worked e.g. an employee working 6 months in his/her anniversary year would be entitled to unused vacation benefits for one half of a year. Arrangements will also be made for delivery of any Global property that is in your posession and receipt of your final paycheck. Termination - Two Types 1) Voluntary Quit - This determination is made when an employee when an employee fails to work for reasons including, but not limited to the following: i) prolonged or frequent notified absences inconsistent with the requirements of the job ii) failure to report for work for two days without explanation iii) failure to report about a medical status within 24 hours of expected return date after an approved medical leave of absence iv) actions when not working which prevent the employee from working for two scheduled days. (This DOES include incarceration.). These employees may be considered for rehire. (16) 2) Disciplinary - This determination is made when an employee fails to perform his/her job description, has multiple disciplinary warnings or his/her actions warrant immediate disciplinary termination. These employees will not be considered for rehire.
HOURS OF WORK Schedules The total of weekly hours scheduled for an employee is determined by his/her Letter of Employment. 1) An employee's hours of work are determined by the work location and the employee's job description. 2) Management or the employee's Supervisor will schedule the employee's hours, based on the needs of the area. These hours will be posted and it is the responsibility of the employee to know his/her schedule. If a schedule must be changed by management, the employee will be notified. 3) An employee is expected to report for work at the scheduled time. 4) An employee is not to come to the job site early or linger after hours. 5) An employee should not be at the job site during hours in which they are not scheduled, except for business purposes, e.g. as a customer or by appointment with a Supervisor/Manager. 6) Scheduled hours will include the unpaid thirty minute meal period(s) which occur during the employee's assigned work hours. Meal periods will be assumed for each employee scheduled for over a five (5) hour period of time. Meals Meal time is considered a time when the employee is not working and is out of his/her direct work environment. This time may be used for rest, personal business and, if needed, off site visitors. (17) 1) Employees who work in excess of five (5) hours a day are entitled to one half (1/2) hour of unpaid time for meals. The scheduling for this is done by the Supervisor. 2) Any employee who leaves the site will clock out and clock back in. Length of absence for meals is determined by job site. If company errands are run during this period of absence, the meal time frame will still be deducted. The difference in time will be noted by his/her Supervisor. 3) If an employee must continue with his/her duties while he/she is eating he/she will be paid for this time only when his/her time card has this situation reflected with a Supervisor's signature. 4) Any employee with over eight (8) hours of scheduled work may take two separate meal times. The time card should indicate the second mealtime. Break Time/ Rest Period Full and part-time employees of Global will be allocated a paid 10 minute break during any four (4) hours of scheduled, uninterrupted work. This period is to be away from your work site and used to rest, snack or attend to personal business. The time is to be assigned/directed by your Supervisor. Smoking Global has adopted a no smoking policy on their premises except for in the warehouse room. Any Global employee wishing to smoke must do so there or outside within his / her break / meal time. WAGE AND SALARY POLICIES Competitive Pay Global maintains competitive pay for all job classes. All positions are classified according to educational and technical requirements, accountability and responsibility. Salary ranges are established for each position. To maintain Global's competitive pay structure, salary practices and policies are reviewed and revised regularly. Periodic salary range adjustments may be necessary in order to maintain our competitive wage system. (18) Pay Periods Pay periods are semi-monthly. Your check will be given to you on the first (1st) and the fifteenth (15th) of every month, unless otherwise designated by the President. For your protection, your paycheck will not be given to another person unless he/she has written authorization, dated and signed by the person whose name appears on the check. Time Recording Hourly employees are required to fill out a payroll time card to accurately reflect their hours worked in a pay period. The time card is used by the Payroll Office to calculate the amount due on your paycheck. Always record your own time card at the beginning and end of your shift. Additionally, you are responsible for completion of any necessary forms to accompany the time card for benefit pay. Time card entries must reflect your actual hours worked and should not vary from your work schedule. At the end of each pay period, you must sign your time card. You may never record time in or out for another staff member or allow another staff member to record time in or out for you. If a time card must be corrected for any reason, the Supervisor/member of management must be contacted and advised of the problem. Recording someone else's time card or falsification of your time card will result in discipline up to and including termination. Payroll Deductions Only those deductions specifically required by law or authorized in writing by you will be withheld from your wages. Overtime Overtime is defined as any time worked in excess of 40 hours per week by hourly, non-exempt staff members. If you work overtime you will be paid at one and one half (1-1/2) times your regular rate of pay for the overtime hours. Such overtime must have management approval in advance of being undertaken. Non-productive paid time (paid time off, bereavement pay, etc.) does not count as hours worked for the payment of overtime. (19) Wage Increases Wage increases are dependent upon many factors, including attendance, dependability, performance, productivity, initiative in improving skills, experience, cooperation and market factors. Any increase or other change in pay rate becomes effective at the beginning of the next pay period. Advance In Pay Global does not issue pay to its workers in advance of the regular pay period except in special, emergency circumstances and only with management approval. Termination Pay If you terminate (or are terminated from) your employment, you will receive a final paycheck which represents payment for all hours worked in the last pay period and payment for termination benefits -less amounts owed company. The final paycheck will normally be processed on the regular payday and given to you at that time. EMPLOYEE PAID/UNPAID TIME OFF Holidays Global is closed for the following holidays: New Years Day Martin Luther King Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day. A full-time employee who works 40 hours a week will receive a full day's compensation. A less than 40-hour full- time employee will be compensated at his/her benefit prorated rate. Other employees will receive prorated holiday pay based on their preceding 2 months average weekly hours, but not to exceed 40 hours a week. (20) Vacation 1st year - Employees receive no vacation time during first year of work. Beginning on the 1st anniversary of employment, Global grants its 40-hour employees: 10 paid vacation days, annually, in the 2nd through the 5th year of work, 15 paid vacation days, annually in the 6th and the 7th year of work, 20 paid vacation days, annually in the 8th and remaining years of work. Vacation time for a full-time employee who works less than 40 hours is prorated by the same percentage used to figure benefits. Sick Time 1st Year Sick Pay - Global allows 3 days of sick pay to its 40-hour employees, in their first year of work. This begins when the probationary period ends and lasts until the employees first anniversary. 2nd Year Sick Pay - Global allows 5 days of sick pay to its 40-hour employees, in the second and remaining years of work. Sick Time for Illness/Leave 1. Sick at Work - An employee who comes to work must be ready to perform at his/her normal level of work. An employee who comes to work sick, or becomes sick at work, and cannot work at his/her expected performance level, will be asked to clock out. (21) If the employee requests a short break to see if he/she will recover, this may be granted at the discretion of the supervisor. The employee must be clocked out during this period. HEALTH AND SAFETY POLICY Global is particularly aware of the importance of a safe and healthy work environment. The safety of all of Global's employees is the responsibility of each one of us. Our prime objective is to ensure safe working conditions and prevent injuries due to accidents. If you become aware of a condition of potential danger, report it to the management. Safety is everyone's business and it is important that you be safety conscious at all times. Health and safety guidelines for all Global employees include but are not limited to : 1) Advise your supervisor of any change in your health condition (including medications and pregnancy) which could affect your ability to effectively perform your job duties. 2) Be cognizant of changes in habits/job performance, (communication, accuracy of completion of task, etc.) of co- workers. 3) Report suspicions of alcohol or abusive drugs being used on site. 4) Know how to get help (911) and where the nearest emergency teatment is located. 5) Wear proper protection as appropriate for task e.g. eye goggles, ear plugs, gloves, heavy shoes, boots, face masks, etc. 6) Use proper body mechanics, to prevent sprains, strains and back injuries. If necessary, obtain assistance when moving anything. 7) Wipe up spills immediately from any floor surface to prevent any slips and falls. Slow down and take short steps when forced to walk on wet, slippery surfaces. 8) Pick up all foreign objects from the floor. Keep file and desk drawers closed. 9) Use ladder when reaching overhead. Do not climb on boxes, chairs or other substitutions. (22) 10) Use equipment only if you have received proper training. Do not use equipment if it is found to be defective. Report it to Supervisor. 11) No "horseplay" - this is a cause of serious accidents. 12) Stay alert; especially when walking through doorways and around corners. 13) Report any unsafe/unsanitary conditions promptly to the management. 14) Keep aisles and office floors free of stock, boxes, tools, computer print-outs, extension cords, files, records and other materials. 15) Know which exit you would use in case of fire. 16) Observe OSHA/EPA/State regulations relating to chemicals, oil, batteries, fumes, equipment, tools etc. When using chemicals, recap and store as directed, after use. Store/dispose of oily or paint soaked materials in metal covered containers. Work in adequately ventilated areas. 17) Daily, maintain your work area. Clean up the general area. Put away tools and dispose of trash before leaving for the day. 18) When using fire to dispose of yard/field trash, observe current County/State regulations and have Supervisor approval for the time that it will be burned. (23) IMMEDIATE RESPONSE HEALTH AND SAFETY CONCERNS NOTIFY THE PROPER AUTHORITIES AND MANAGEMENT Threatening Situations Call Gwinnett County - 911 Global does not want any of its employees or customers to be in situations in which they feel they are or could be threatened. If you are in one of these situations: 1) Medical Emergency 2) Fire 3) Illegal Posession of Weapons (e.g. by customer) 4) Physical Endangerment: physically threatened, verbally abused or harassed (e.g. by intoxicated customer) 5) Other potentially threatening situations Dial Gwinnett County 911 first! Then call management. Accidents If an individual is injured or involved in any accident, you should give all assistance possible. If situation warrants, dial 911. Accidents with or without injuries, no matter how apparently minor, must be reported immediately to management. An accident report must be completed and signed by the Personnel Manager or another member of the management. When the report is filled out it must be noted when the person's last tetanus shot was. Failure of an employee to report an accident in a timely manner may lead to the victim of the accident not receiving proper coverage under worker's compensation. Fire/Disaster Safety The possibility of a fire or other disaster is always present and is our greatest safety concern. Global is equipped with fire extinguishers. Familiarize yourself with their use and locations. Also note the location of your nearest fire exit and proper evacuating procedure. Do not tamper with fire safety equipment. (24) Dangerous/Hazardous Work Tools Potentially dangerous work tools will not be left unattended in work areas where customers can access them. They are to be returned to their storage site as soon as they are not needed. In addition, all OSHA safety precautions will be folowed when dealing with these tools. Situations of Concern Certain situations should be reported to a Supervisor/Manager immediately. If you are unsure about whether or not to report a situation, report it! These situations include, but are not limited to: 1) Power Outages 2) Ceiling leaks or wet spots on carpeted floors 3) Signs of insect, rodent or other animal infestation 4) Difficulty with locks or missing keys 5) Items requiring immediate maintenance or repair 6) Serious employee disputes 7) Items missing, e.g. money, supplies, equipment 8) Accidents/injuries 9) Customer disputes 10) Change in property/land conditions, e.g. holes, water, standing water (25) ally. The co-pay amount is not based on hours worked in any one week but on the hours agreed upon in your Letter of Employment. If hours indicate a change in status should be considered, this should be brought to the attention of the management by Payroll, the Supervisor, or the employee for assessment and possib
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