StaffWizard Company Handbook

StaffWizard, LLC

Company Handbook

Section 1 – Introduction

1.1       Purpose

StaffWizard, LLC (the Company, we, and our) has prepared this handbook to inform our employees of our policies. This handbook is not all inclusive or intended to provide strict interpretations of our policies. Rather, it offers an overview of the work environment.

This handbook is not a contract guarantying employment for any length of time and is not intended to induce an employee to accept employment with StaffWizard.

We may revise or change any of the policies whether described within this handbook or elsewhere, in our discretion.

We will try to keep you informed of changes to StaffWizard’s policies.  But we cannot guarantee that notice of revisions will be provided.

Please ask questions about any of the information in this handbook.

This handbook replaces all previous personnel policies.

1.3       At-Will Employment

Employment at StaffWizard is at-will. An at-will employment relationship can be terminated at any time, with or without reason or notice by either StaffWizard or the employee. This at-will employment relationship exists regardless of any statements by office personnel to the contrary. Only the president is authorized to modify the at-will nature of the employment relationship and the modification must be in writing.

Section 2 – Workplace Commitments

2.1       Equal Opportunity Employment

We are an equal opportunity employer.  We do not discriminate based on any Protected Status.

Protected Status means an individual’s race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status, or any other status protected by law.

This policy applies to all terms of employment, including hiring, placement, compensation, promotion, discipline, and termination.

Whenever possible, StaffWizard makes reasonable accommodations for qualified individuals with disabilities to the extent required by law. Employees who would like to request a reasonable accommodation should contact Conor Boatman.

2.2       Harassment / Discrimination

Everyone has the right to work in a professional atmosphere that is free from discriminatory practices. We prohibit discrimination or harassment based on Protected Status.

Discrimination includes but is not limited to making any employment decision based on Protected Status.

Harassment means any unwelcome conduct that degrades or shows hostility toward the person, and which (1) affects the person’s employment opportunities, (2) unreasonably interferes with the person’s work performance, or (3) creates an intimidating, hostile, or offensive working environment.

Harassing conduct includes using epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts; offensive jokes; and showing racial or sexual graphic material.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature.

Examples of sexual harassment include (1) unwelcome sexual flirtations or propositions, (2) sexually oriented jokes, (3) crude or vulgar language or gestures, (4) graphic commentaries about an individual’s body, and (5) and physical contact such as patting or brushing against someone’s body.

2.3       Reporting

If you feel that you have been harassed or discriminated against or if you are aware of any type of discrimination or harassment in the Company, you should report the matter to a supervisor or Conor Boatman.

We will promptly investigate all allegations of discrimination and harassment and act as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible.

No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for participating in good faith in an investigation pursuant to these policies. If an employee feels he or she has been retaliated against, the employee should file a complaint with Conor Boatman.

2.4       Drug-Free / Alcohol-Free Environment

Employees are prohibited from consuming, possessing, or using controlled substances while on duty. Employees may not be under the influence of drugs or alcohol while at work or engaged in Company business. Prescription drugs or over-the-counter medications, taken as prescribed, are an exception to this policy. 

2.5       Open Door Policy

StaffWizard has an open door policy and takes employee concerns seriously. We value each employee and strive to provide a positive work experience. Employees are encouraged to bring any workplace concerns or problems they might have or know about to their supervisor or Conor Boatman.

Section 3 – Company Policies and Procedures

3.1       Professional Conduct

We expect our employees to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable, and productive. You should be respectful of others’ feelings and needs. We expect cooperation between coworkers and supervisors.

3.2       Dress Code

Your personal appearance and hygiene are a reflection on the Company. Employees are expected to dress appropriately for their work responsibilities and position.

3.3       Pay

Paychecks include salary earned less any authorized deductions.

Employees may contact Conor Boatman to obtain the necessary authorization forms for requesting additional deductions from their paychecks. You should notify your supervisor if your paycheck appears to be inaccurate or if it has been misplaced.

We do not permit advances on paychecks.

If there is any change in your name, address, telephone number, marital status, or number of exemptions you must be report the change to Conor Boatman.

3.4       Company Property

Company property, such as equipment, telephones, and computers, is not for private use. Company property is to be used strictly for Company business. Company property must be used in the manner for which it was intended. Upon termination of your employment, you must return any Company property in your possession.

Company computers, internet, and emails are a privileged resource, and must be used only to complete essential job-related functions. You are not permitted to download any software, files, or programs.  You may not copy any files or programs from Company computers for personal use.

Phones are provided for business use. We request that you not receive personal calls while on duty. If urgent, please keep personal calls to a minimum and conversations brief.

3.5       Privacy

We may access all Company property at any time.

All documents, files, voice-mails, and electronic information, including e-mails. and other communications, created, received, or maintained on Company property are StaffWizard’s property, not your property.

You should have no expectation of privacy in the use of Company computers or other Company equipment.

3.6       Personnel Files

StaffWizard maintains a personnel file on all employees. These files are confidential to the extent possible. You may review your personnel file upon request.

It is important that personnel files accurately reflect each employee’s personal information. You are expected to inform us of any change in name, address, home phone number, home address, marital status, number of dependents or emergency contact information.

3.6       Confidentiality

While you are an employee at StaffWizard, you will have access to our files, client lists, software development, and other valuable Company proprietary information.  You cannot disclose such information or use such information for you own benefit.

3.7       Conflict of Interest

As an employee, you have a duty to keep StaffWizard’s interest first and not personally benefit from any activity.  You cannot receive any payment or benefit from a supplier, contractor, or customer in connection with the Company’s business. 

3.8       Intellectual Property

If as part of your employment, you contribute ideas, suggestions, changes, modifications for any part of the Company’s business, including is software of other intellectual property, such work product will be owned by the Company.

3.9       Outside Employment.

Full-time, non-exempt employees are expected to work solely for the Company and not have any outside employment.

Section 4 – Employment Classification

StaffWizard assigns positions, determines wages, and compensates employees for overtime in accordance with state and local laws and the Fair Labor Standards Act.

4.1       Exempt Employees

Exempt employees are those that are excluded from the overtime pay requirements of applicable law.  Exempt employees are paid a salary and are expected to work beyond their normal work hours whenever necessary. Exempt employees are not eligible to receive overtime compensation. You should consult with an administrator if you have questions regarding your classification as an exempt employee.

4.2       Non-Exempt Employees

Non-exempt employees are those eligible for overtime pay for all hours worked over 40 per work week. All overtime must be approved in advance by your supervisor. You should consult with an administrator if you have questions regarding your classification as a non-exempt employee.

4.3       Part Time, Full Time, or Temporary Status

You are a part-time employee if you do not work a full weekly schedule. Part-time employees are not eligible for employee benefits as described in this handbook.

Temporary employees are hired for a specific purpose and the employment is scheduled to end on a certain date. Temporary employees who remain on duty past the scheduled termination remain classified as temporary. Temporary employees are not eligible for employment benefits.

Section 5 – Attendance Policies

5.1       General Attendance

StaffWizard maintains regular working hours, however hours may vary depending on work location and job responsibilities. Supervisors will provide employees with their work schedule. Should you have any questions regarding your work schedule, you should contact your supervisor.

If you will be late to or absent from work, you should notify a supervisor in advance, or as soon as practicable in the event of an emergency. Employees who need to leave early, for illness or otherwise, should inform a supervisor before departure.

5.2       Tardiness

Employees are expected to arrive on time and ready for work.

Section 6 – Leave Policies

6.1       Vacations

StaffWizard provides, as a benefit, ten (10) days each year for paid vacations for full-time employees.

You must request for time off in advance to a supervisor, who may approve or deny the request based on Company resources. We are flexible in approving time off when doing so would not interfere with operations.

Vacation days are granted only on a full day basis.

A regular employee is eligible to receive paid time off after 6 months of full-time service.

Employees must earn and accrue vacation benefits before they may be used.

You are encouraged to use your vacation days during each year of accrual.  Only five (5) days of unused vacation days may be carried forward to the next year.

Vacation benefits do not accrue during any period of extended leave of absence.

6.2       Sick Leave

Situations may arise where you need to take time off to address medical or other health concerns.  StaffWizard provides, as a benefit, five (5) days each year for personal health reasons for full-time employees. We request that you provide notification to your supervisor as soon as practicable when taking time off.  Sick days may not be carried over into the next year.   

6.3       Family and Medical Leave Act Leave

StaffWizard offers leave consistent with the requirements of the federal Family and Medical Leave Act (FMLA). Under the FMLA, an employee may be eligible for an unpaid family and medical leave of absence under certain circumstances, if the employee works within a seventy-five (75) mile radius of fifty (50) or more Company employees.

Under the federal FMLA, a person who has worked as an employee of this Company for at least 1,250 hours for twelve months is eligible for FMLA leave. Up to twelve weeks of unpaid leave per year is available for the following reasons:

– The birth of a child and to care for the newborn child.

– Placement of a child into adoptive or foster care with the employee.

– Care for a spouse, son, daughter or parent who has a serious health condition.

– Care for the employee’s own serious health condition.

If the need for leave is foreseeable, employees should notify a supervisor 30 days prior to taking FMLA leave. If the need for FMLA leave arises unexpectedly, employees should notify a supervisor as soon as practicable, giving as much notice to the Company as possible.

Employees may be required to provide medical certifications supporting the need for leave if the leave is due to a serious health condition of the employee or employee’s family member; periodic recertification of the serious health condition; and periodic reports during the leave regarding the employee’s status and intent to return to work.

Employees must return to work immediately after the serious health condition ceases, and employees who have taken leave because of their own serious health condition must submit a fitness-for-duty certification before being allowed to return to work. Leave may be taken on an intermittent or reduced schedule to care for an illness; yet may not be taken intermittently for the care of a newborn or newly adopted child. When leave is taken intermittently, the Company may transfer the employee to another position with equivalent pay and benefits, which is better suited to periods of absence.

Subject to certain conditions, the employee or the Company may choose to use accrued paid leave (such as sick leave or vacation leave) concurrent with FMLA leave. The Company will maintain group health insurance coverage for an employee on family and medical leave on the same terms as if the employee had continued work. If applicable, arrangements will be made for the employee to pay their share of health insurance premiums while on leave. The Company may recover premiums paid to maintain health coverage for an employee who fails to return to work from family and medical leave.

If an employee would like the Company to maintain other paid benefits during the period of leave, premiums and charges which are partially or wholly paid by the employee must continue to be paid by the employee during the leave time. Family and medical leave will not result in the loss of any employment benefit accrued prior to the date on which the leave commenced. However, an employee on family and medical leave does not continue to accrue benefits (e.g., sick leave or vacation leave) during the period of family and medical leave. Questions regarding benefits should be directed to Conor Boatman.

Upon returning from FMLA leave, an employee will be restored to his/her original job or an equivalent job with equivalent benefits, pay, seniority, and other employment terms and conditions as provided by the Family and Medical Leave Act.

6.4       Holidays

The Company observes the following holidays:

– New Year’s Day

– Martin Luther King, Jr. Day

– Memorial Day

– Independence Day

– Labor Day

– Thanksgiving

– Christmas Day

Holidays are observed on a paid basis for all full-time salaried employees. Part-time and salaried employees are not eligible for paid holiday benefits. 

6.5       Jury Duty

Employees who are selected for jury duty must provide a copy of their jury summons to a supervisor. One day of jury duty is granted on a paid basis. If you are assigned to a jury, you must notify your supervisor.

6.6       Voting Time Off

Employees are encouraged to participate in elections. StaffWizard grants incremental time off to cast a ballot in an election. Voting time off is granted on an unpaid basis. Should extenuating circumstances arise while voting, notify a supervisor as soon as possible.

6.7       Military Leave

Employees called to active military duty, military reserve or National Guard service may be eligible to receive time off under the Uniformed Services Employment and Reemployment Rights Act of 1994. To receive time off, employees must provide notice and a copy of their report orders to an immediate supervisor. Military leave is granted on an unpaid basis. Upon return with an honorable discharge, an employee may be entitled to reinstatement and any applicable job benefits they would have received if present, to the extent provided by law.

6.8       Leave of Absence

Regular full-time employees may request an unpaid leave of absence after the exhaustion of paid leave. A request for a leave of absence must be submitted in writing in advance to your immediate supervisor.

Leave of absences that are granted are unpaid and will not be considered until an employee has exhausted all appropriate accrued leave balances. Continuation of employee benefits during a leave of absence will be addressed on an individual basis, as required by law.

Section 7 – Work Performance

7.1       Expectations

Employees should attempt to achieve their job objectives and act with diligence and consideration at all times.

7.2       Reviews

StaffWizard may periodically evaluate an employee’s performance. The goal of a performance review is to identify areas where an employee excels and areas that need improvement.

All performance reviews are based on merit, achievement, and other factors may include

but are not limited to:

– Quality of work

– Attitude

– Knowledge of work

– Job skills

– Attendance and punctuality

– Teamwork and cooperation

– Compliance with Company policy

– Past performance reviews

– Improvement

– Acceptance of responsibility and constructive feedback

A performance review does not guarantee a pay increase or promotion.

Written performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations or any subsequent change in employment status, position, or pay does not alter the employee’s at will-relationship with the Company.

7.3       Insubordination

Supervisors and employees should interact with mutual respect and common courtesy. Employees are expected to follow instruction from supervisors. Failure to comply with instructions or unreasonably delaying compliance is considered insubordination.

If you disagree with a supervisor’s instruction, please try to resolve the situation amicably.  If you cannot agree, you should discuss the matter with Conor Boatman.

Section 8 – Discipline Policy

8.1       Grounds for Disciplinary Action

We will discipline any employee who violates Company polices, practices, or rules of conduct. Poor performance and misconduct are also grounds for discipline.

The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive. Rather these are examples of conduct that we do not tolerate.

-Violating any of the policies in the handbook.

– Damage, destruction or theft of Company property, equipment, devices, or assets.

– Falsification, misrepresentation or omission of information, documents or records.

– Insubordination or refusal to comply with directives.

– Failing to adequately perform job responsibilities.

– Excessive or unexcused absenteeism or tardiness.

– Disclosing confidential or proprietary Company information without permission.

– Illegal or violent activity.

– Possessing unauthorized weapons on premises.

– Disregard for safety and security procedures.

– Any other action or conduct that is inconsistent with our policies or expectations.

We will determine the severity and extent of any disciplinary action based on the circumstances of each case.

8.2       Procedures

Disciplinary action is any one of several options used to correct unacceptable behavior or actions. Discipline may take the form of warnings, suspension, demotion, and discharge.

8.3       Termination

Your employment with StaffWizard is on an at-will basis and may be terminated voluntarily or involuntarily at any time by either party.

Upon termination of your employment, you must:

– continue to work until the last scheduled day of employment.

– turn in all reports and paperwork by the last day of work.

– return all files, equipment, keys, access cards, software, or other property belonging to the Company that are in your possession and turn in all passwords to your supervisor.

– participate in an exit interview.

Section 9 – Health and Safety

9.1       Workplace Safety

StaffWizard strives to ensure that employees have a safe working environment. Safety measures and rules are in place for the protection of all employees.

You should review and understand all provisions of the Company’s workplace safety policy. You should use all safety and protective equipment and maintain work areas in a safe and orderly manner, free from hazardous conditions.

If you observe an unsafe practice or condition, please report it to a supervisor immediately.

Employees are prohibited from making threats against anyone in or engaging in violent activities.

In the event of an accident or an injury, regardless of how minor, you must notify a supervisor immediately.

Physical discomfort caused by repetitive tasks must also be reported.

9.2       Workplace Security

Employees must be alert and aware of any potential dangers to themselves or their coworkers. Take every precaution to ensure that your surroundings are safe and secure.

You must secure your personal belongings.

Report any suspicious activity to a supervisor immediately.

9.3       Emergency Procedures

In the event of a life-threatening emergency, dial 911. If you hear a fire alarm or other emergency alert system, proceed quickly and calmly to the nearest exit. Once the building has been evacuated, only a supervisor may authorize employees to reenter.

Section 10 – Employee Benefits

This handbook contains descriptions of some of our current employee benefits. Many of our benefit plans are described in more formal plan documents. In the event of any inconsistencies between this handbook or any other written description of benefits in a formal plan document, the formal plan document will govern.

10.1     Health Insurance

StaffWizard is currently arranging for group health benefits available to its eligible full-time employees. Part-time employees are not eligible for this benefit.

When the policy is issued, each eligible employee will receive the benefits package with a full explanation of the coverage, deductible, and the portion of the premium StaffWizard will pay. 

10.2     Retirement Plan   

StaffWizard does not offer a retirement plan.

10.3     Workers’ Compensation. 

StaffWizard is a non-subscriber for the Texas workers’ compensation law and does not provide insurance for job-related injuries or illnesses.

10.4     Disability Coverage

StaffWizard does not provide disability insurance.

Section 11 – Termination

11.1     Employee Termination of Employment

StaffWizard recognizes that personal situations may arise which require a voluntary termination of employment. Should this occur, we request that you provide at least two weeks advance notice in writing.

All rights of employment terminate upon the date of separation.

Upon termination of employment, employees are required to return all Company property assigned to them. Failure to do so may result in the withholding of the final paycheck.

11.2     Final Paycheck

Upon termination of employment, you will be given your final paycheck in the time frame required by state law.

11.3     Exit Interview

StaffWizard may request an exit interview upon notice of termination. The purpose of the exit interview is to complete necessary forms, collect Company property, and discuss employment experiences with the Company.

Acknowledgement of Receipt for Employee Handbook

I acknowledge that I have received a copy of the Employee Handbook. I understand that I am responsible for reading the information contained in the Handbook.

I understand that the handbook is intended to provide me with a general overview of the Company’s policies and procedures. I acknowledge that nothing in this handbook is to be interpreted as a contract, expressed or implied, or an inducement for employment, nor does it guarantee my employment for any period of time.

I understand and accept that my employment with the Company is at-will. I have the right to resign at any time with or without cause, just as the Company may terminate my employment at any time with or without cause or notice, subject to applicable laws. I understand that nothing in the handbook or in any oral or written statement alters the at-will relationship, except by written agreement signed by the employee and Conor Boatman.

I acknowledge that the Company may revise, suspend, revoke, terminate, change or remove, prospectively or retroactively, any of the policies or procedures outlined in this handbook or elsewhere, in whole or in part, with or without notice at any time, at the Company’s sole discretion.

Acknowledgement of

I acknowledge that I have received a copy of the Employee Handbook. I understand that I am responsible for reading the information contained in the Handbook.

I understand that the handbook is intended to provide me with a general overview of the Company’s policies and procedures. I acknowledge that nothing in this handbook is to be interpreted as a contract, expressed or implied, or an inducement for employment, nor does it guarantee my employment for any period of time.

I understand and accept that my employment with the Company is at-will. I have the right to resign at any time with or without cause, just as the Company may terminate my employment at any time with or without cause or notice, subject to applicable laws. I understand that nothing in the handbook or in any oral or written statement alters the at-will relationship, except by written agreement signed by the employee and Conor Boatman.

I acknowledge that the Company may revise, suspend, revoke, terminate, change or remove, prospectively or retroactively, any of the policies or procedures of the Company, whether outlined in this handbook or elsewhere, in whole or in part, with or without notice at any time, at the Company’s sole discretion.

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