Resource Plus
9636 Heckscher Drive
Jacksonville, FL 32226
Tel: (904) 281-9277
IMPORTANT NOTICE
DISCLAIMER
PURSUANT TO SECTION 41-1-110 OF THE SOUTH CAROLINA CODE OF LAWS, AS AMENDED, NOTHING IN THIS HANDBOOK IS INTENDED TO CREATE, NOR SHALL IT BE INTERPRETED TO CREATE, A CONTRACT OR AGREEMENT OF EMPLOYMENT, OR ANY PART OF A CONTRACT OR AGREEMENT OF EMPLOYMENT, EITHER EXPRESS OR IMPLIED. THE RELATIONSHIP BETWEEN RESOURCE PLUS AND ITS EMPLOYEES IS STRICTLY THAT OF EMPLOYMENT AT WILL, WHICH MEANS THAT BOTH YOU AND RESOURCE PLUS HAVE THE RIGHT TO TERMINATE YOUR EMPLOYMENT AT ANY TIME, WITH OR WITHOUT NOTICE, AND FOR ANY REASON OR NO REASON AT ALL.
THIS HANDBOOK IS INTENDED TO OUTLINE CERTAIN POLICIES, PROCEDURES AND PRACTICES OF RESOURCE PLUS; HOWEVER RESOURCE PLUS RESERVES THE RIGHT TO AMEND, ALTER OR MAKE EXCEPTIONS TO THE EMPLOYMENT HANDBOOK AT ANY TIME IN ITS SOLE DISCRETION.
I ACKNOWLEDGE MY RECEIPT AND UNDERSTANDING OF THE FOREGOING DISCLAIMER. I FURTHER ACKNOWLEDGE THAT THIS HANDBOOK SUPERCEDES ALL PREVIOUS HANDBOOKS AND THAT ALL PREVIOUSLY ISSUED HANDBOOKS ARE WITHDRAWN BY RESOURCE PLUS AND ARE OF NO FURTHER FORCE OR LEGAL EFFECT.
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(Employee Signature)
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(Name of Employee)
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(Date)
*For South Carolina employees only.
(Date)
TABLE OF CONTENTS
1.0 Welcome5
1.1 A Word about This Handbook6
1.2 You and Your Job, Definition of Employment Class6
1.3 Harassment Policy and Complaint Procedure7
1.4 Equal Employment Opportunity Policy9
1.5 Safety – Each Employee’s Responsibility9
1.6 Protecting Company Information10
1.7 Non-Disclosure10
1.8 Probationary Period10
1.9 Hours of Work10
2.0 Overtime (Non-Exempt Employees Only)11
2.1 Travel Time / Recording Time Worked / IVR Log In Policy11
2.2 Salary Basis Policy12
2.3 Personal Status Changes12
2.4 Outside or Additional Employment12
2.5 Promotion13
2.6 Performance Reviews13
2.7 Accidents and Safety13
2.8 Driver’s License / Driving Record / Auto Insurance14
2.9 Personal Property14
3.0 Dress Policy14
3.1 Personal Telephone Calls / Messages15
3.2 Separations15
3.3 Suggestions16
3.4 Open Door Policy16
3.5 Payday16
3.6 Expense Reports Policy and Procedure16
3.7 Comdata Check Card19
3.8 Direct Deposit and Total PayCard Options19
3.9 Tool Purchase Agreement19
4.0 Equipment20
4.1 RFT Paid Time off Policy20
4.2 Paid Holidays22
4.3 Leaves of Absence22
4.4 Civic Duty23
4.5 Military Call-Up Leave23
4.6 Funeral / Bereavement Leave23
4.7 Health Insurance / Life Insurance and Other Benefits24
4.8 COBRA24
4.9 401K Pension Plan24
5.0 Client and Public Relations24
5.1 Guide to Work Rules25
5.2 Absenteeism Control Program26
5.3 Ethical Conduct Policy27
5.4 Bulletins28
5.5 No Solicitation/No Distribution28
5.6 Notice to Employees on Substance Abuse29
5.7 Policy on Use of E-Mail, Computers, Internet and Photocopier29
5.8 Acknowledgement of Receipt of Employee Handbook30
5.9 Employer Copy of Receipt of Employee Handbook (Send back to Employer)31
6.0 Employer Copy of South Carolina Disclaimer (SC Employees send back to Employer)32
1.0WELCOME
Dear Fellow Employees:
We are pleased to welcome you as an employee of Resource Plus of North Florida, Inc. (“Resource Plus” or the “Company”) We believe that good human relations are extremely important to the success of each individual employee and to the success of Resource Plus. Because of our desire for each employee to be happy and successful in his or her work, we have tried to incorporate into this handbook the answers to questions we feel you might ask as a new or current employee of Resource Plus.
Resource Plus is an established National Retail Service Company with a strong customer base. Its primary activities are merchandising service for manufacturers and retailers, new and remodel store set-up, fixture installation and maintenance of same. Its two divisions, theInstallation Division and the Lawn & Garden Division, provide today’s retailers and manufacturers the necessary professional and expert service to implement their category plan to insure their success.
As an employee of Resource Plus, the importance of your contribution cannot be overstated. Our objective is to provide meaningful and noticeable service at the store level that results in a positive impression of Resource Plus with store management and the manufacturer and that will result in increased sales and a desirable presentation of product to the consumer. Our goal is to provide the finest-quality services to customers and to do this more efficiently and economically than our competitors. By satisfying our customer’s needs, they will continue to do business with us and will recommend us to others.
You are an important part of this process for your work directly influences our company’s reputation.
This booklet is not intended to state all the conditions of employment or principles which will help to guide you in the performance of your duties, but rather it provides information on certain policies and benefits which are currently in effect. These policies may be modified or supplemented as part of our continuous effort to improve operations and to make Resource Plus a better place to work.
We look to the future with confidence, and we hope that your employment with Resource Plus will bring personal happiness and growth throughout the coming years.
We are glad that you have joined us!
Sincerely,
Richard L. JustusJoseph L. Paulk
President/CEOSenior Vice President
1.1A WORD ABOUT THIS HANDBOOK
This Employee Handbook contains information about the employment policies/procedures and practices of Resource Plus. We expect and require each employee to read this Employee Handbook carefully as it is a valuable reference for understanding your job and the Company. The policies and procedures outlined in the Employee Handbook should be regarded as management guidelines only, which in a developing business will require changes from time to time. Resource Plus retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial to the employees and Resource Plus. This Employee Handbook supersedes and replaces any and all prior Employee Handbooks and inconsistent verbal or written policy statements/procedures. Except for the policy of at-will employment, which can only be changed by an authorized representative of Resource Plus, in writing, Resource Plus reserves the right to revise, delete and add to the provisions of this Employee Handbook. All such revisions, deletions or additions must be in writing and must be signed by an authorized representative of Resource Plus. No oral statements or representations can change the provisions of this Employee Handbook.
The provisions of this Employee Handbook are not intended to, and do not create contractual obligations with respect to any matters it covers. Nor is this Employee Handbook intended to create a contract guaranteeing that you will be employed for any specific time period.
Resource Plus is an at-will employer. This means that regardless of any provision in this handbook, either you or Resource Plus may terminate the employment relationship at any time, for any reason, with or without cause or notice. Nothing in this handbook or in any document or statement, written, oral, shall limit the right to terminate employment-at-will. No officer, employee or representative of Resource Plus is authorized to enter into an agreement – express or implied – with any employee for employment other than at-will (unless those agreements are in a written contract signed by the CEO or President of Resource Plus).
This Employee Handbook refers to current benefit plans maintained by Resource Plus. Refer to the actual plan documents and summary plan descriptions if you have any specific questions regarding the benefit plans. Those documents are controlling.
The employment policies/procedures found in this Employee Handbook are written for all employees. The policies and procedures described in this Handbook apply in each state except where prohibited by applicable law. Benefit summaries apply to those employees meeting eligibility requirements.
1.2 YOU AND YOUR JOB - Definition of Employment Class
As an employee of Resource Plus, your classification may depend upon your hours worked, location you work at or Division you report to. These classifications are designed to categorize certain benefits you may be eligible for during your employment with Resource Plus. Please see the classifications listed below. These classifications will be referred to throughout the Handbook as applicable.
RFT = Regular Full Time defined below as:
Exempt employees within the Lawn and Garden Division
Exempt employees within theInstallation Division
Non-exempt employees working at least 30 hours in a Resource Plus corporate office located in Jacksonville, FL or Mooresville, NC.
RFT = Regular Full Time Corporate = defined below as:
Exempt employee working in the Jacksonville, FL or Mooresville, NC office location
Non-exempt employees working at least 30 hours in a Resource Plus corporate office located in Jacksonville, FL or Mooresville, NC.
FT/ PT = Full Time/Part Timedefined below as:
Non-exempt field employees within the Lawn and Garden Division
Non-exempt field employees within Installation Division
1.3 HARASSMENT POLICY AND COMPLAINT PROCEDURE
I.Statement of Policy
The Company is committed to a collegial work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in an atmosphere that promotes equal opportunities and prohibits discriminatory practices, including sexual and other forms of unlawful harassment. Therefore, the Company expects that all relationships among persons in the office be businesslike and free of bias, prejudice and harassment. In keeping with this commitment, the Company maintains a strict policy prohibiting harassment of employees based on race, color, sex, religion, national origin, age, disability, veteran or marital status, or other protected status by other employees, vendors, contractors, or guests. Any employee exhibiting discriminatory behavior towards another employee will be subject to disciplinary action, up to and including discharge from employment. Resource Plus also will not tolerate any suggestion that submission to demands for sexual favors will have an effect on employment or employment benefits. If an employee feels he or she or any other employee is being harassed because of his or her ethnic background, race, color, sex, religion, national origin, age, disability, veteran or marital status, or other protected status, the employee should promptly notify his or her immediate supervisor, or, alternatively, Resource Plus’ Manager of Human Resources so that Resource Plus can take appropriate steps to investigate and promptly remedy any harassment.
II.Sexual Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined in the Equal Employment Opportunity Commission’s Guidelines as unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of sexual nature when, for example: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3)such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to the following if they are unwelcome to any employee exposed to the behavior: unwanted sexual advances; subtle or overt pressure for sexual favors; sexual jokes; innuendoes; advances or propositions; verbal abuse of a sexual nature; graphic commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling, touching, pinching, assault, coerced sexual acts, or suggestive, insulting or obscene comments or gestures; display in the workplace of sexual suggestive objects or pictures; and other physical, verbal, or visual conduct of a sexual nature.
This kind of behavior is unacceptable at the workplace and in any work-related setting outside the workplace such as during business trips and business-related social events.
It is also essential to understand that consenting romantic and sexual relationships between managers or supervisors in senior or supervisory positions and less-senior or lower-level employees, or between coworkers, may lead to unforeseen complications. The respect and trust accorded a more senior/supervisory person by a lower-level employee, as well as the position of the senior person to evaluate or otherwise supervise the lower-level person, could diminish the extent to which the lower-level employee feels free to choose whether or not to engage in such relationships. It is not the Company’s intention to attempt to legislate social behavior within the Company. We do, however, recognize that encouraging and developing close social relationships, including dating, with employees makes any supervisor’s job more difficult. Because of this, supervisors should refrain from dating and developing close social relationships with employees under their supervision. Furthermore, if a supervisor develops a romantic relationship with a subordinate employee, the supervisor is required to notify the Manager of Human Resources or the President of the Company, so that the Company can confirm that the relationship is consensual and address conflict of interest issues.
III.Individuals Covered Under the Policy
This policy applies to all applicants and employees whether related to conduct engaged in by fellow employees, supervisors, managers, or someone not directly connected to the company (e.g., an outside vendor, consultant, client.)
IV.Reporting an incident of Harassment
The Company encourages reporting all perceived incidents of harassment, regardless of the offender’s identity or position. Individuals who believe they have observed any form of harassment should report their concerns to their immediate supervisor or the Manager of Human Resources.
V.Formal Complaint Procedure
The Company strongly encourages individuals who believe they are being harassed to promptly notify the offender that his or her behavior is unwelcome. Notifying the offender, however, is nota required first step. Resource Plus’ complaint reporting procedure for alleged harassment:
1.Notification of Appropriate Staff - If you observe harassment of another employee or believe that you are a victim of harassment, it is your responsibility to promptly notify your immediate supervisor or, alternatively, the Manager of Human Resources. If you do not feel comfortable complaining to either of those individuals, you may alternatively notify the Company’s President regarding the alleged harassment. If you receive information regarding any alleged harassment, including sexual harassment, in your capacity as a supervisor or manager, you are required to report it immediately to either the Manager of Human Resources or the Company’s President.
2.Timeliness in Reporting Harassment – The Company encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Therefore, while no fixed reporting period has been established, early reporting and intervention has proven to be the most effective method of resolving actual or perceived incidents of harassment.
3.Investigatory Process– Any reported allegations of harassment will be investigated promptly. The investigation may include individual interviews with the complaining employee, the offender involved and, where necessary, with individuals who may have observed the alleged conduct or may have relevant knowledge. The complaint and investigation will be handled with sensitivity and, to the extent practical and appropriate under the circumstances, confidentiality will be maintained throughout the investigatory process.
4.Protection Against Retaliation - The Company will not tolerate retaliation against an individual for reporting harassment or assisting in providing information relevant to a claim of harassment. Retaliation is a serious violation of this policy and will be treated with the same strict discipline, up to and including termination from employment, as would the harassment itself. Acts of retaliation should be reported immediately in accordance with the Complaint Procedure and will be promptly investigated.
5.Responsive Action- Misconduct constituting harassment will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling, and disciplinary action such as warnings, reprimands, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, compensation adjustments, or termination, as the Company may believe appropriate under the circumstances.
6.Appeals Process - If the party to a complaint does not agree with the complaint resolution, that party may file written comments with the President of the Company. If the Company deems that a response is warranted, the President or his designee will do so.
7.False and Malicious Accusations – False and malicious complaints of harassment, as opposed to complaints which, even if erroneous, are made in good faith, may be subject to appropriate disciplinary action.
1.4 EQUAL EMPLOYMENT OPPORTUNITY POLICY
Resource Plus’ policy is to provide equal employment opportunity to all qualified employees and applicants for employment regardless of race, color, sex, age, religion, disability, veteran status or marital status, national origin or any other protected classification. Resource Plus’ intent and desire is that equal employment opportunities will be provided in employment recruitment, selection, compensation, benefits, promotion, demotion, lay-offs, termination and all other terms and conditions of employment.
1.5 SAFETY – EACH EMPLOYEE’S RESPONSIBILITY
Resource Plus provides information about workplace safety and health issues through regular internal communication channels such as supervisor/employee meetings, voice mail and other written communications.
Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor or with a member of management. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal. We welcome all reports, concerns, ideas to improve safety! Please send all suggestions confidentially to
Each employee is expected to obey safety rules and exercise caution in all work activities such as but not limited to the following:
- The Company requires all employees to drive safely and to wear their seatbelts. All passengers are also required to wear their seat belts
- The use of alcoholic beverages; during work hours will not be tolerated.
- The use of illegal substances at any time is prohibited and will lead to automatic termination.
- Use, adjust and repair machines and equipment only if you are trained, qualified and authorized to do so.
- Get help when lifting or pushing heavy objects. Use your legs NOT your back!
- Understand your job fully and follow instructions. If you are not sure of the safe procedure, don’t guess - ask your supervisor and/or contact the Jacksonville office for further instruction and assistance. If you are still uncomfortable with doing a procedure inform your supervisor and do NOT do it.
- Know the locations, contents and use of first aid equipment.
- Comply with all posted signs and rules.
- Do not remove, circumvent, disconnect, or render inoperable any safety or protective device. Do not operate equipment that is unsafe.
- Know the proper procedures for doing your assigned job. When in doubt, always ask your supervisor and/or contact the Jacksonville office before proceeding.
- Use only approved tools for a particular job. Defective tools must be removed from usage. Defective tools must be reported to client management and/or your supervisor/Manager of Operations.
- Wear protective equipment in accordance with the job you are performing.
- For those employees that travel, lodging should be safe and reasonable. Please check with your supervisor as Resource Plus has made business agreements with various motel and hotel chains.
All Resource Plus employees are expected to obey client management safety rules and procedures while in their stores. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, will be subject to disciplinary action, up to and including termination of employment.