Welcome To BRAVO! Group Services Employee Handbook

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Welcome To BRAVO! Group Services Employee Handbook

Updated Version: 2015

This Handbook may not be reproduced or copied in whole or in part, in any form or by any means, for any individual, Company or organization.

DISCLAIMER NONE OF BRAVO! GROUP SERVICES, INC.’S (“BRAVO!” OR “COMPANY”) POLICIES, PROCEDURES OR PRACTICES, INCLUDING THOSE SET FORTH IN THIS EMPLOYEE HANDBOOK (“HANDBOOK”), ARE TO BE VIEWED AS A CONTRACT OR AS CREATING ANY PROMISES OR ANY CONTRACTUAL RIGHTS OF ANY KIND. RATHER, THEY ARE GUIDELINES WHICH CAN BE CHANGED BY BRAVO! AT ITS SOLE DISCRETION AT ANY TIME AND WITHOUT PRIOR NOTICE OR AGREEMENT.

THIS HANDBOOK SUPERSEDES AND REPLACES ALL

PREVIOUS HANDBOOKS AND OTHER STATEMENTS OF BRAVO! POLICIES, RULES AND PROCEDURES.

ONLY THE PRESIDENT/CEO OF BRAVO! HAS THE

AUTHORITY TO ENTER INTO A CONTRACT OF EMPLOYMENT FOR ANY SPECIFIED PERIOD OR TO MAKE ANY PROMISES CONTRARY TO THE FOREGOING.

ANY SUCH AGREEMENT OR PROMISE SHALL NOT BE

ENFORCEABLE UNLESS SET FORTH IN WRITING AND SIGNED BY THE PRESIDENT/CEO OF BRAVO! UNLESS OTHERWISE PROVIDED BY INDIVIDUAL CONTRACT, OR COLLECTIVE NEGOTIATION AGREEMENT, EMPLOYEES OF BRAVO! ARE “ATWILL EMPLOYEES,” WHICH MEANS EMPLOYMENT MAY BE TERMINATED AT THE EMPLOYEE’S OPTION OR THE COMPANY’S OPTION, AT ANY TIME, FOR ANY REASON OR NO REASON, WITH OR WITHOUT CAUSE. THIS EMPLOYEE HANDBOOK IS BEING DISTRIBUTED TO ALL EMPLOYEES OF BRAVO! TO DEFINE AND CLARIFY THE PERSONNEL POLICIES AND PROCEDURES OF THE COMPANY.

UNIONIZED EMPLOYEES MUST REFER NOT ONLY TO HIS

HANDBOOK BUT TO THEIR UNION CONTRACTS TO DETERMINE THEIR TERMS AND CONDITIONS OF EMPLOYMENT.

IN THE EVENT OF ANY CONFLICT

BETWEEN THESE POLICIES AND A COLLECTIVE BARGAINING AGREEMENT, THE LATTER SHALL GOVERN AS TO THOSE EMPLOYEES COVERED BY SUCH AN AGREEMENT.

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BRAVO! GROUP SERVICES, INC. EMPLOYEE HANDBOOK

TABLE OF CONTENTS A WORD OF WELCOME............................................................................................................ 6   HANDBOOK MODIFICATION ................................................................................................ 7   SECTION 1 ................................................................................................................................... 8  

INFORMATION ABOUT .................................................................................................................................... 8   BRAVO! GROUP SERVICES ............................................................................................................................... 8   BRAVO’S CREED .............................................................................................................................................. 11   MISSION STATEMENT .................................................................................................................................... 11   Guiding Principles and Values .............................................................................................................................. 11  

SECTION 2.................................................................................................................................. 13  

EMPLOYEES WITH DISABILITIES / ............................................................................................................. 14   HANDICAPS / SERIOUS ILLNESSES ............................................................................................................. 14   ANTI-HARASSMENT POLICY ......................................................................................................................... 15   REPORTING A COMPLAINT OF HARASSMENT......................................................................................... 16   POLICY OF NON-RETALIATION .................................................................................................................. 16   WORKPLACE VIOLENCE ............................................................................................................................... 17   NEW EMPLOYEES ........................................................................................................................................... 17   COMMUNICATIONS AND TECHNOLOGY POLICY .................................................................................. 17   SOLICITATION AND DISTRIBUTION .......................................................................................................... 19   EMPLOYEE SUGGESTION SYSTEM ............................................................................................................. 19   EMPLOYEE COMPLAINTS.............................................................................................................................. 19   BULLETIN BOARDS ......................................................................................................................................... 20  

SECTION 3.................................................................................................................................. 21  

EMPLOYEE CONDUCT ................................................................................................................................... 22   PERSONAL CALLS ............................................................................................................................................ 24   CELL PHONE USAGE ...................................................................................................................................... 24   CONFIDENTIALITY AND NONDISCLOSURE ............................................................................................ 24   CONFLICTS OF INTEREST ............................................................................................................................. 25   OUTSIDE EMPLOYMENT ............................................................................................................................... 26   COMPANY OWNED PROPERTY AND PROCESSES ................................... Error! Bookmark not defined.   ALCOHOL AND DRUG FREE WORKPLACE ............................................................................................... 29   EMPLOYEE CODE OF CONDUCT ................................................................................................................ 29   DISCIPLINARY PROCEDURES ....................................................................................................................... 31  

SECTION 4.................................................................................................................................. 32  

ATTENDANCE .................................................................................................................................................. 33   TIMEKEEPING ................................................................................................................................................. 33   WORK SCHEDULE ........................................................................................................................................... 34   EMPLOYEE MEETINGS .................................................................................................................................. 34   MEAL AND REST PERIODS ............................................................................................................................ 35   NO-SMOKING POLICY.................................................................................................................................... 35   FLEXIBLE WORK ARRANGEMENTS ............................................................................................................ 35   BONDED EMPLOYEES ................................................................................................................................... 36   CHECK-CASHING POLICY ............................................................................................................................. 36  

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SECTION 5.................................................................................................................................. 37  

TIME OFF ........................................................................................................................................................... 37   PERSONAL DAYS ............................................................................................................................................. 38   VACATION ........................................................................................................................................................ 38   HOLIDAYS ......................................................................................................................................................... 39   EMERGENCY SHUTDOWNS .......................................................................................................................... 39   MEDICAL LEAVE OF ABSENCE .................................................................................................................... 40   PERSONAL LEAVE OF ABSENCE ................................................................................................................. 40   PREGNANCY LEAVE ....................................................................................................................................... 41   BEREAVEMENT LEAVE ................................................................................................................................. 41   JURY DUTY ........................................................................................................................................................ 41   VOTING LEAVE ............................................................................................................................................... 41   MILITARY LEAVE OF ABSENCE ................................................................................................................... 42   FAMILY AND MEDICAL LEAVE .................................................................................................................... 42  

SECTION 6.................................................................................................................................. 45  

MEDICAL EXAMS/DRUG AND ALCOHOL SCREENING ......................................................................... 46   DRIVING RECORD INVESTIGATION .......................................................................................................... 47   CREDIT INVESTIGATION .............................................................................................................................. 47   TRAINING ......................................................................................................................................................... 47   PROFESSIONAL DEVELOPMENT ................................................................................................................. 47   PERSONNEL RECORDS .................................................................................................................................. 48   PERFORMANCE REVIEWS ............................................................................................................................. 48   SERVICE WITH THE COMPANY.................................................................................................................... 49   AWARDS AND RECOGNITION ..................................................................................................................... 50   EMPLOYMENT OF RELATIVES ..................................................................................................................... 50   EMPLOYEE REFERRAL PROGRAM .............................................................................................................. 50   EMPLOYMENT VERIFICATION .................................................................................................................... 50  

SECTION 7.................................................................................................................................. 51  

EMPLOYEE CLASSIFICATION ....................................................................................................................... 52   OVERTIME ........................................................................................................................................................ 53   PAYROLL ........................................................................................................................................................... 53   EXPENSE REIMBURSEMENT......................................................................................................................... 54   BENEFITS INFORMATION ............................................................................................................................. 54   401(k) RETIREMENT SAVINGS PLAN............................................................................................................ 54  

SECTION 8.................................................................................................................................. 55  

GENERAL SAFETY RULES ............................................................................................................................. 56   SMOKING .......................................................................................................................................................... 57   GOOD HOUSEKEEPING ................................................................................................................................ 58   ACCESS TO COMPANY PREMISES ................................................................................................................ 58   FIRE PREVENTION ......................................................................................................................................... 58   CRISIS PROCEDURES ...................................................................................................................................... 59  

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A WORD OF WELCOME Welcome to BRAVO! Group Services. It gives me great pleasure to offer you employment at BRAVO!

This

Employee Handbook has been prepared to provide you with an understanding of our policies and benefits, as well as, our expectations of you as an employee. This Handbook does not necessarily represent all procedures or policies in force. The keys to success for any business are a well-trained, enthusiastic work force, an outstanding results and superior service. It takes a successful business to offer competitive salaries and benefits. An organization is successful when lives improve, communities are reached and leaders are developed. You have been hired because our management believes you have the qualifications and the personal qualities to help BRAVO! Group Services attain the ambitious goals we have set.

We are interested in your future and

continuously cultivate leaders amongst our team. Interviewing, selecting and training new employees is expensive; developing a team that works well together takes time. For these reasons, we select our employees carefully and train them well. My best wishes to you in your success at BRAVO! and together we will achieve our goals and be known as the company that does what we say we are going to do. Again, welcome to the BRAVO! Group Services team. We are a family that cares for one another. _____________________________ Karen J. Martinez Founder, President and CEO BRAVO! Group Services, LLC BRAVO!  Group  Services  

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HANDBOOK MODIFICATION Management reserves the right to modify in any way, or eliminate any policy or practice in whole or in part, at any time, with or without notice. Periodic modifications may be required to adjust to changing conditions and regulations. The Company reserves the right to revoke, discontinue or alter existing policies at any time in its sole discretion as well as the right to reduce or substitute alternative benefits that may or may not be equivalent or comparable. All provisions in this Handbook are subject to applicable local, state and federal laws. Any provision that may become unlawful under subsequent laws shall become void and unenforceable. The voiding of any one policy for this reason in no way nullifies any other part of this Handbook. Changes or additions to the Handbook will become effective when notice of changes is given by BRAVO! to the employee(s) covered by such changes. Where the provisions of this Handbook conflict with the provisions of an applicable collective bargaining agreement, the terms and provisions of the collective bargaining agreement shall apply to those employees covered by the agreement. If you have any questions regarding application of any of the policies or procedures set forth herein under the laws of the State where you are employed, please contact the BRAVO! Human Resources Department.

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SECTION 1 INFORMATION ABOUT BRAVO! GROUP SERVICES

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HISTORY •

Karen J. Martinez, Founder, President and Chief Executive Officer has worked in the building maintenance industry since 1985. BRAVO! Building Services was incorporated on June 30, 1997 in the State of New Jersey. As of May 2008, BRAVO! Building Services is held by BRAVO! Group Services.



Other corporations held by BRAVO! GROUP SERVICES are as follows: BRAVO! BUILDING SERVICES, INC. (North and Southeast U.S.A.) BRAVO! FACILITY SERVICES, INC. (Southeast U.S.A.) CONTROL TEMP MECHANICAL SERVICES, INC. (Northeast, U.S.A.) BRAVO! HEALTHCARE SOLUTIONS, INC. (North and Southeast U.S.A.) BRAVO! locations are as follows: (Headquarters) BRAVO! Building Services, Inc. BRAVO! Healthcare Solutions, Inc. Control Temp Mechanical Services, Inc. 29 King George Road Green Brook, New Jersey 08812 Office: 732-465-0707 Fax: 732-271-2776 Toll Free 1-866-OH-BRAVO (1-866-OH-BRAVO) BRAVO! Building Services, Inc. 34 Blevins Drive, Suite 7 New Castle, Delaware 19720 Office: 302-322-5959 Fax: 302-322-0999 BRAVO! Facility Services, Inc. 1577 Spring Hill Road Vienna, Virginia 22182



Additional information about the company is available on the company website at: www.bravobuildingservices.com.

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BRAVO! provides Facility Support Services in the following: - Housekeeping & Janitorial Services - Porter & Matrons Services - Concierge/Greeters Services - HVAC Repair & Jr. Technicians Services - Environmental Cleaning Services - Floor care Services - Construction Cleaning Services - Mailroom / Shipping & Receiving Services - Painting Services - Internal Moves Services - Special Event Cleaning Services



BRAVO!’s target market for our services is Fortune 500 / 100 Companies; Bio-Science Companies; Hi-Low Commercial Buildings; Industrial Parks; Manufacturing; Critical Environments; Medical Office Buildings; Hospitals; Universities; Public Entertainment Arenas / Centers and Airports.



Major Company milestones – Safety Award Largest Class (2011 – 2013); Full Software Implementation Operating on one platform (2012); Added an Executive to our Leadership Team every year since (2011); Acquired Mechanical Services Company in New Jersey (2011); Purchased Headquarters building in (2011); Acquired Virginia operated company in 2007.; Added a Controller (2008); Director of Safety & Training (2007); Human Resource Department (2007); Internet based Work Order Management System (2005); eCommerce On-line services (2005); Quality Control Managers (2003); Monthly and Annual Employee Reward Programs (2004); Green Cleaning Program (2005); Performance Based Contracts (2003) and regional offices in Delaware (2005) and Virginia (2007).



Some awards that BRAVO! has received include: Karen J. Martine, named NJBIZ Best 50 Women in Business (2015); Karen J. Martinez Honored by The New Jersey Chapter of Professional Women in Construction (2015); Karen J. Martinez, President and CEO Named New Jersey Ernst & Young Entrepreneur Of The Year™ (2011); Brenda Brown Winner of the BSCAI Building Service Employee of The Year Award (2009); BSCAI Safety Award Winner - Industry's Highest Safety Award (2009, 2011 - 2013); Prudential Supplier of the Year (2006); The Office Building of the Year (BOMA) almost every year in eight different categories since 1998; Best of the Best in New Jersey (2006-2008). We are also very proud to have been selected as one of the Top 100 Hispanic-American Owned Businesses in the U.S. (2006-2008); Top 500 Diversity Owned Businesses in the U.S. (2006-2008); Top 500 Small Businesses in the U.S. (2006-2008) and the Top 500 Women Owned Businesses in the U.S. (2006-2008).

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BRAVO’S CREED Do What You Say You’re Going To Do.

MISSION STATEMENT The Mission of the BRAVO! Group Services Team, is To Lead the Industry in World-Class Facility Support Services Throughout the United States of America

OUR VALUES Ø We believe in delivering 100% of our promise in achieving our goals. Ø We are dedicated to our employees and committed to our customers by streamlining facility service solutions. Ø We are innovative, knowledgeable and experienced in order to achieve excellence and be competitive. Ø We believe teamwork is the foundation of success.

SAFETY & SUSTATINABLE STATEMENT BRAVO! has a steadfast commitment to providing a safe work environment for our workers, our customer’s employees and the general public. Our commitment extends to the overall environment by pursuing the use of least harmful chemicals and reducing the amount of materials we send to the landfills.

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POLICY ADMINISTRATION BRAVO!’s policies are administered in full compliance with applicable laws prohibiting discrimination based on race, color, religion, national origin, age, sex, marital status, military status or status as a Vietnam-era or special disabled veteran, disability, sexual orientation or other legally protected characteristics. Responsibility for implementation of these policies is assigned to the Human Resources Director, who will periodically report on progress, problems and concerns. It is the obligation of every employee to comply with Company policies both in practice and in spirit.

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SECTION 2 THE WORK ENVIRONMENT

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EQUAL EMPLOYMENT OPPORTUNITY STATEMENT BRAVO! Group Services is committed to a policy of equal employment opportunity. We do not discriminate against job applicants or employees on the basis of race, religion, color, sex, age, national origin, disability, military status or status as a Vietnam-era or special disabled veteran, marital status, sexual orientation or any other status or condition protected by applicable federal or state statutes and regulations in determining the suitability for employment, compensation, promotion, transfers, training, lay-offs, education, social and recreational programs or termination, except where a bona fide occupational qualification is applicable. All employees are required to abide by this policy and to act affirmatively to ensure equal participation in all available opportunities. Employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor, Human Resources Director or other management with whom they feel comfortable. Any employee who reasonably believes that he or she is a victim or witness to discriminatory or harassing actions by any employee, client or vendor of BRAVO! should immediately notify his or her immediate supervisor, Human Resources Director or the other management with whom they feel comfortable. Employees are encouraged to report any instance of alleged discrimination or harassment without fear of reprisal and pursuant to the Company’s complaint procedure, which is further detailed in the Handbook section, “Reporting a Complaint of Harassment and/or Discrimination.” All reports shall be kept confidential to the extent practical while conducting a full, fair and impartial investigation. In addition, Title VII of the Civil Rights Act of 1964 prohibits employers from discrimination and the Company will not tolerate discrimination of any kind. Any infraction of this policy is a serious violation and will result in disciplinary action, up to and including termination.

EMPLOYEES WITH DISABILITIES / HANDICAPS / SERIOUS ILLNESSES The Americans with disabilities Act (ADA) requires employers to provide reasonable accommodations to employees with a qualified mental or physical disability to allow them to perform the essential functions of their jobs to the extent such accommodation does not amount to an undue hardship on the Company and/or such an accommodation is legally required. BRAVO! encourages (but does not require) disabled employees to advise management if there is a need for accommodation. All information regarding an employee’s disability will be maintained separately from the employee’s personnel file and will be kept confidential, except where disclosure is necessary on a need-to-know basis in accordance with state and federal law. It is the responsibility of the employee to request special accommodations by informing his supervisor. Accommodations will be met to the best of our ability.

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ANTI-HARASSMENT POLICY BRAVO! is committed to maintaining a workplace free from harassment of any type (i.e., sexual, verbal, non-verbal and hostile). The company encourages that all employees treat each other with respect to maintain a work environment that is free from any form of harassment. Harassment and intimidation to or by any employee, supervisor, co-worker, customer, or independent contractor will not be accepted, condoned or tolerated by BRAVO! Group Services. This policy applies to actions by employees not only against other employees, but also against independent contractors, customers, consultants and vendors on the basis of any protected characteristic including those listed above. This policy is applicable to all phases of employment, including recruiting, testing, hiring, upgrading, promotion or demotion, transfer, layoff, termination, rates of pay, job duties, benefits, selection for training, travel or Company-sponsored social events. Harassment involves behavior that is personally offensive, fails to respect the rights of others, lowers morale and, therefore, interferes with the Company’s work effectiveness. Harassment may include, but is not limited to, visual displays such as screen savers, clothing with inappropriate writing on it, photos displayed in the office, inappropriate verbal remarks such as religious, dirty or other types of jokes, physical gestures, sexual demands or innuendos, e-mails or other interoffice communications, displays of inappropriate materials, propositions or unwanted physical contact that relate to an individual’s race, color, religious creed, sex, national origin, ancestry, citizenship status, pregnancy, physical disability, mental disability, age, uniform service member status, marital status, registered domestic partner status, gender (including sex stereotyping), medical condition, or sexual orientation. Sexual harassment is unwelcome, unsolicited conduct in a sexual nature that is undesirable or offensive. This includes unwelcome sexual advances, requests for sexual favors and any other verbal, non-verbal or physical conduct of a sexual nature (including degrading comments, inappropriate touching, offensive pranks or sexually suggestive pictures) where: • • • •

Submission to such conduct is either an explicit or implicit condition or term of employment; or Submission to and/or rejection of such conduct impacts upon or is used as a basis for Employment decisions affecting the individual in question; or Such conduct unreasonably interferes with an individual’s work performance; or Such conduct has the effect of creating an intimidating, hostile or offensive work environment.

Whatever form it takes, harassment may be perceived as insulting and demeaning to the recipient and therefore, will not be tolerated in the workplace. If someone makes you feel uncomfortable, ask him or her to stop and tell them what is making you feel uncomfortable. If the behavior continues, bring it to the attention of your supervisor or the Human Resources Department. All employees must comply with this policy and take appropriate measures so that such conduct does not occur. Violations of this policy may result in disciplinary action up to and including termination.

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REPORTING A COMPLAINT OF HARASSMENT The success of BRAVO! depends upon a cooperative work relationship and collective responsibility for the direction and outcome of business efforts. BRAVO! supports an environment that facilitates open communication. Employees are encouraged to advise management of inappropriate or unprofessional activities occurring in the work environment. Significant violations of any law or of the guidelines in this Handbook must be reported promptly so that appropriate investigation can be initiated. Every employee is responsible for reporting incidents of harassment, discrimination or other unlawful practice which he or she is aware. In particular, employees who believe that they have observed, have been subjected to, or received a complaint of harassment and/or discrimination are urged to report their concerns to their immediate supervisor. If this is uncomfortable for any reason, the report should be made to the Human Resources Director, Vice President of Operations, Senior Vice President of Operations, Executive Vice President or President of the Company. Members of management who become aware of a harassment situation must report it immediately to the HR Department. All reports of harassment will be treated seriously. BRAVO! forbids retaliation against anyone for reporting harassment and/or discrimination, assisting in making a complaint or cooperating in an investigation. Employees are encouraged, to the extent possible, to deal directly with the harassment when it occurs. Employees should clearly and promptly make their displeasure known to the offender and explain that the behavior is offensive, unwelcome and that it is to stop. However, employees are not obligated to confront the offender before reporting the harassment. Absolute confidentiality is not promised nor can it be assured. The Company will conduct an investigation of any complaint and may require that certain parties, including the alleged harasser be contacted to obtain pertinent information. Every complaint is treated seriously, respectfully and will only be discussed with those that need to know. Confidentiality will be maintained throughout the investigation to the extent permitted by the circumstances. After the investigation is complete, the Company will take any disciplinary action that may be deemed appropriate, up to and including termination. Any complaint found to be frivolous, malicious, or based on false information may result in disciplinary action, up to and including termination.

POLICY OF NON-RETALIATION BRAVO! will protect employees from retaliatory actions who truthfully and in good faith report to management violations of federal, state or local law, or conditions or practices that compromise the interest of the Company and/or its employees. In addition, the Company absolutely forbids retaliation of any kind against any employee who assists and/or participates truthfully, and in good faith, in the investigation of such complaints. Any incidents of further discrimination, harassment or retaliation should be reported immediately as outlined above. Employees who engage in retaliatory behavior of any kind will be disciplined in accordance with Company policies.

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BRAVO! also will not retaliate against employees who disclose, or threaten to disclose to a supervisor or a public body, any activity, policy or practice that the employee reasonably believes is in violation of a law, rule or regulation mandated pursuant to law, or is in violation of a clear mandate of public policy concerning the health, safety, welfare of individuals or protection of the environment. The Company will not tolerate any effort to avoid, hinder or corrupt the complaint or investigation process, including refusal to cooperate with an investigation or knowingly making false statements during the complaint or investigation process. In addition, this Policy shall not be used to intentionally bring frivolous or malicious charges against an employee. Such actions may result in employment or disciplinary action, up to and including termination of employment.

WORKPLACE VIOLENCE BRAVO! prohibits acts or threats of physical harm or violence, either explicit or implied, by any employee engaged in Company business. Threats or harmful acts directed toward an employee must be reported immediately to the employee’s supervisor or Human Resources Director. Further, BRAVO! prohibits the possession of firearms, explosives, knives or other weapons on Company property or while conducting Company business, except to any extent specifically required by management for the performance of an employee’s duties. BRAVO! will take appropriate action to protect the safety of its employees, customers, property and those with whom we doing business with. When deemed necessary, the Company will involve local law enforcement agencies who should be summoned as soon as possible in any emergency or immediately dangerous situation. Violation of this policy may result in disciplinary action, up to and including termination.

NEW EMPLOYEES New employees will be welcomed by their supervisors and introduced to other employees. Supervisors will also explain and demonstrate how new employees are required to perform each function of his/her job. Job descriptions are available to all employees that match his/her job title. Supervisors are responsible for scheduling and assigning work. Employees should feel free to ask questions about anything that they do not understand.

COMMUNICATIONS AND TECHNOLOGY POLICY All BRAVO! employees are expected to use the Company’s communication devices, computers and computer technology responsibly and professionally. This policy requires all employees who utilize the Company’s computer, telephone, Internet and related technology, including Blackberries, voice mail and electronic mail, to do so prudently, legally and for the benefit of BRAVO!. Employees may not use computers, computer technology or communication devices owned by the Company for their own personal use or a business use other than that of BRAVO!.

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The Company, however, will permit employees to utilize its Internet facilities and e-mail in accordance with this policy for non-business use, lawful research, browsing and communication during meal breaks or other breaks, or outside business hours. All information being retrieved, researched or sent from business equipment should be ethical and appropriate in nature. All abnormal usage will be investigated thoroughly. Employees who violate this policy will be subject to disciplinary action, up to, and including termination of employment. Communication devices, computers, electronic mail, voice mail, Internet and any similar technology are the property of BRAVO!. All messages composed, sent or received on these systems are and remain the property of BRAVO!. They are NOT the private property of any employee. BRAVO! reserves the right to review or monitor all computer systems, e-mail, voice mail, or Internet communications as needed or on a routine basis. Employees do not and should not have any reasonable expectation of privacy in the use of communication devices and technology. BRAVO!’s policies against harassment and discrimination apply fully to use of the e-mail, telephone, computer and other communication devices owned by the Company. In addition to any other restrictions set forth herein, employees are prohibited from distributing communications containing offensive, harassing or defamatory language, ethnic slurs, racial epithets or anything that may be construed as harassment or disparagement of others based on race, national origin, sex, sexual orientation, age, disability, religion or other legally protected status. Employees are further prohibited from using the Company’s computer, communication devices or technology to display or transmit sexually explicit images, messages or cartoons, or for the sale, distribution or possession of pornographic material. The following employee conduct is also strictly prohibited: • Sharing of business IDs and Passwords • Access to non-business related, obscene or offensive web sites; • All file transfers or downloads from the Internet to any BRAVO! computer system, without specific approval by management; • All transfers of BRAVO! files, emails or other Company information to an employee’s personal (non-BRAVO!) email account; • Transmission of harassing, discriminatory or otherwise objectionable materials; • Disruptive behavior, such as introducing viruses or intentionally destroying or modifying files on the network; • Personal use of the Internet connection for commercial or illegal activity; • Download of streaming media, game playing and on-line stock trading; and • Distributing spam, pirated software, copyrighted materials, trade secrets, proprietary financial information or similar materials without prior authorization, except where required in the performance of duties. Employees are not authorized to install any software on BRAVO! computers. No software or hardware licensed to the Company shall be copied, loaned, removed or otherwise duplicated without the express written permission of the Company. In addition, computer disks/CDs that are not issued by the Company are not be accessed on Company equipment. Violations of this policy will result in disciplinary action up to and including termination of employment. In addition, any employee attempting to disable, defeat or circumvent any Company security facility (e.g., fire walls, proxies, screening programs) is subject to immediate dismissal. BRAVO!  Group  Services  

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SOLICITATION AND DISTRIBUTION BRAVO! prohibits soliciting of employees by other employees or third parties anywhere on Company property during work hours. Soliciting includes, but is not limited to, the sale and delivery of merchandise and/or the distribution of literature or petitions on behalf of any individual, organization, union, club or cause. “Work hours” does not include meals or approved break periods. Work areas, for purposes of solicitation and distribution of materials, do not include lunchrooms, lounges or parking lots. Any solicitation or distribution by persons who are not employed by the Company is prohibited at all times throughout BRAVO! locations and customer facilities.

EMPLOYEE SUGGESTION SYSTEM BRAVO! encourages employees to submit any ideas and suggestions that they may have regarding improving Company efficiency, the work environment and safety. Ideas and suggestions should be submitted in writing to your immediate supervisor. Supervisors will review the suggestion and pass it on to the Human Resources Department for review and consideration. A token of appreciation may be awarded to employees who made a suggestion that becomes practice at BRAVO! This includes ideas for ways to cut costs. A copy of each submission will be placed in the employee’s personnel file.

EMPLOYEE COMPLAINTS BRAVO! strongly desires that all problems be resolved on an individual basis and in a timely manner. The following procedure should be adhered to by employees: Step 1 The first step toward resolving problems is for the employee to discuss the issue with his or her supervisor. Employees have the option of proceeding to Step 2 in the event of harassment or other improper conduct by the employee’s supervisor or if you are uncomfortable speaking with your direct supervisor. Step 2 If the problem has not been satisfactorily resolved at Step 1, employees may request a meeting with the responsible department manager at a time convenient to both the employee and the department manager. Step 3 If the problem has not been satisfactorily resolved at Step 2, employees may request, through their department manager, a meeting with the Human Resources Director. The department manager will arrange this meeting at a time convenient for all concerned.

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BULLETIN BOARDS BRAVO! has bulletin boards located at various facilities, which generally contain official business communications to keep employees informed of important Company news. Bulletin Boards containing pertinent state, federal and Company information can be located in our Company Headquarters in Piscataway, New Jersey and our Regional Offices in New Castle, Delaware and Arlington, Virginia. Company bulletin boards are provided to keep employees up to date on Company policy, safety rules and regulations, work rules and other items of general interest. Bulletin boards are not to be used for employee or third-party solicitation. Employees are encouraged to view the bulletin board each day and carefully read all the postings, as they are periodically updated as new rules and regulations become effective.

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SECTION 3 CODE OF CONDUCT

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CODE OF ETHICS Integrity, competence and quality are essential ingredients of professional behavior. Ethical considerations at BRAVO! Group Services begin with the Company’s Creed, which is stated in Section 1 of this Handbook. All employees are expected to become thoroughly familiar with and abide by the standards/rules of conduct of BRAVO! Group Services, Inc. Every employee of BRAVO! Group Services is obligated to hold in strict confidence any information and knowledge that he or she may acquire concerning the financial affairs, transactions, procedures, records and business of the Company and its customers.

EMPLOYEE CONDUCT BRAVO! is a quality-conscious facility service Company, and every employee is an important member of the team. The primary objective of every person’s job is to better serve the customer and to provide our customers with the best possible facility support service at the very best price and at the greatest convenience to the customer. ATTITUDE No other factor has a greater impact on an employee’s ability to deal with people than the employee’s own attitude. An employee’s feelings toward himself/herself and the job are instantly recognized by others and directly affect the employee’s choice of words and the way they are communicated. Build rapport with customers and co-workers by being aware of your attitude and implementing good communication skills. WORKPLACE CONDUCT AND APPEARANCE BRAVO! does not prohibit employees from wearing religious attire. However, uniforms may be required for certain positions. Workplace attire must be neat, clean, and appropriate for the work being performed and for the setting in which the work is performed. Departments may determine appropriate workplace attire for their area. Special considerations should be discussed with your supervisor. In effort to promote health, safety, customer relations and our image, BRAVO! strives for a fresh, clean, well-groomed look. An employee’s appearance and actions affects the opinion that people form about the employee and the Company. •

Employees may NOT hold celebrations at the client location (ITT) for any reason. This includes birthday parties, dinners, holiday celebrations, bridal and baby showers, or any other type of celebration.



Correct BRAVO! Identification (ID) and lanyard must be worn where it is instantly visible;

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Smoking, gum chewing and tobacco chewing are not allowed on Company premises or during any activities while an employee is on duty;



No hats or caps of any type are permitted while on duty;



No facial or hanging jewelry may be worn while on duty (this applies to both male and female employees). This is also a safety precaution “Stud” earrings are acceptable;



No cell phone, headphones, Bluetooths, IPODs or any other electronic are permitted to be carried by employees while on client premises;



Employees must wear uniforms assigned to them at all times while at a client facility;



Full Time Staff in the custodial and maintenance divisions must wear a BRAVO! issued button down dress shirt with BRAVO! logo and Navy Blue maintenance type pants;



All employees must wear black boots or rubber soled work shoes;



No sneakers, sandals, flip flops, or open-toed shoes are allowed at any location at any time. Any employee found to be wearing prohibited shoes will be suspended for one (1) day;



Part Time custodial staff must wear a blue button down vest with Company logo. The vest must be worn over your personal clothing;



Employees are prohibited from being on customer premises during non-work hours;



Employees are prohibited from bringing family members to any BRAVO! work location without prior notification and approval by management;



Employee issues and/or concerns are to be brought to the attention of management or the Human Resources Department. At no time are employees permitted to go to a client with an issue, concern or complaint of displeasure;



Employees are not permitted to use any property owned by our customer/client without written authorization by the client. This includes computers, office space, conference rooms, telephones, fax machines, etc.

Failure to adhere to any of these policies may be result in disciplinary action up to and including termination of employment. Management will determine the appropriate disciplinary action. QUESTIONS Courtesy and patience are vital in answering all customer and employee questions. Acknowledge a question as soon as possible -- never make the person asking the question wait for your attention. Never answer a question with “I don’t know” and take no further action. If you are uncertain about an answer to a question, be courteous and take responsibility for finding the answer or directing the person to the place that he/she may get an answer. Be respectful of everyone at all times. TELEPHONE AND COMPUTER ETIQUETTE Telephone and computer (e-mail) courtesy is required by BRAVO! at all times when dealing with customers and fellow employees. This behavior creates a friendly atmosphere and supports the Company’s organization’s goals. Employees must answer the telephone as soon as possible and in a pleasant, professional manner. The suggested greeting to incoming callers is.

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“Good morning (or afternoon), BRAVO! ________Services, your name and department. How may I help you?” Or “How may I direct your call?” If the customer is placed on hold, employees should say, “Thank you for waiting,” when returning to the line. Always use the customer’s name when possible and apologize for any delays. Manners and courtesy are to be used at all times and the use of inappropriate language is prohibited at all times.

PERSONAL CALLS Employees should not make personal calls during work hours unless it is an emergency. Personal calls are permitted during meal breaks; however, under no circumstances are long-distance personal calls permitted on BRAVO! company or customer phone lines. If an employee is found to have made personal calls while on duty, he or she will be held responsible for the cost of the phone call. A pay phone is usually available for employee use during meal and break periods. Disciplinary actions will be taken for violation of this policy.

CELL PHONE USAGE Employees may only carry a cell phone if authorized by the client. Cell phone usage is for emergency purposes only. Employees are encouraged to make personal phone during breaks or meal periods unless there is a personal emergency situation – if so, contact your supervisor or manager and let him/her know that you need to make an emergency phone call. Employees are not permitted to talk on their cell phone while performing work assignments/duties.

CONFIDENTIALITY AND NONDISCLOSURE Upon employment with the Company and as a condition of continuing employment, BRAVO! requires that all employees agree to protect the confidential information and affairs of the Company and of its customers. Disclosure of confidential information is prohibited and may result in disciplinary action up to and including immediate termination of employment. Employees are not permitted to divulge information pertaining to the company including confidential sales information, product information or customer information to anyone outside the Company without permission. This includes, but is not limited to telephone callers, sales and delivery people, media representatives and government officials. All books, records, documents and information, whether written or not, pertaining to BRAVO!’s business (including, but not limited to, customers, customer lists and customers’ accounts, products, pricing, sales figures, Company policies, payroll, employees and length of service, bank account information, computer records, credit card numbers, medical and health records or individuals’ Social Security numbers) are confidential and/or proprietary. Requests for such information should be directed to the HR Department.

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Employees are NOT permitted to copy, fax, or Email Company related confidential or proprietary documents without the express permission of the President or Executive Vice President of the Company. Upon termination, employees are required to return company related property immediately. This includes confidential, proprietary or any other company related documents or media. If individuals not employed at BRAVO! request information regarding matters relating to Company business or personnel/human resources (including former employees), the inquiries should be referred as follows: • Inquiries regarding payroll submission, overtime, work orders, direct deposit and tax deduction changes should be directed to the Payroll Administrator at (732) 465-0707; •

Issues pertaining to employee relations, recruitment, new hire procedures, background checks, drug testing, benefits, 401(k) and any general personnel related questions should be directed to the Human Resources Director at (732) 465-0707;



Accounting and billing matters including invoice payments and accounts receivable should be directed to the Accounting Administrator at (732) 465-0707.

Employees other than those indicated above are not authorized to provide or confirm information concerning BRAVO!.

CONFLICTS OF INTEREST Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for the employee or for a relative as a result of the Company's business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. Examples of conflicts of interest include, but are not limited to, the following: •

Having a personal, business, financial or other interest or relationship, outside the Company, that has or may have, the potential of being antagonistic to or in conflict with the best interests of the Company (except ownership of securities of a publicly owned corporation regularly traded on the public stock market);



Rendering directive, managerial or consultative services to, or being employed by, any outside concern that does business with, or is a competitor of the Company, except with the Company’s prior knowledge and consent;



Accepting gifts of more than token value, loans, excessive entertainment or other substantial favors from any outside concern that does or is seeking to do business with, or is a competitor of the Company;



Representing the Company in any transaction in which a personal, business or financial interest exist; or

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Disclosing or using confidential Company information for personal profit and/or advantage.

Employees must exercise good judgment and should be aware that a conflict of interest may exist regardless of the person’s motives. Any situation that might be viewed as an actual or potential conflict of interest must be fully disclosed by employees to their immediate supervisor, so that any improper action may be avoided or eliminated. BRAVO! reserves the right to determine whether other relationships not specifically covered by this policy represent actual or potential conflicts of interest. Any determination regarding a potential conflict of interest, including which potential conflicts of interest are improper and what action must be taken to avoid or eliminate such conflicts, will be at the sole discretion of the Company. Such action may include, but is not limited to, transfers, reassignments, changes in responsibilities or disciplinary action, up to and including termination. Employees who fail to abide by this policy may be subject to disciplinary action and/or termination.

OUTSIDE EMPLOYMENT On occasion, employees of BRAVO! may decide to seek employment outside their regular working hours. The Company has no objection to this type of work when it does not interfere with employee performance or attendance at BRAVO! and when he or she is not in the employ of a vendor, client or competitor so as to create a conflict of interest in employment. All employees engaged in outside employment must immediately inform their supervisors in writing. Failure to disclose or misrepresent outside employment may result in disciplinary action, up to and including termination. All employees will be judged by the same performance standards and will be subject to BRAVO!’s scheduling demands, regardless of any existing outside work requirements.

COMPANY OWNED PROPERTY AND PROCESSES Employees may be issued company-owned property for job related use. All company-owned items are to be maintained in the condition in which you received them. Items assigned to employees by BRAVO! or our customer must be returned when an employee’s employment ends. Badges (and other items) are to be used for business purposes only and employees must sign a property form acknowledging each item that was assigned to him/her upon employment. Managers and supervisors are responsible for tracking and keeping inventory of company-owned items.

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Company-owned property may include, but are not limited to, the following: •

Blackberry



Keys (building, vehicle, office, desk, etc.)



Pager



Computer (laptop)



Cell Phone



Credit Cards



Manuals or any other business-related materials

You may be required to sign a Wage Deduction Authorization form for compensation of companyowned property that was lost or not returned when your employment was voluntarily or involuntarily terminated. NAME BADGES ID Badges will be issued to all employees. BRAVO! believes in the importance of its employees being on a first-name basis. The name badge is to be worn during all working hours and readily visible to customers and other employees. When employment ends, badges must be returned to management. Company-owned property may include, but are not limited to, the following: •

Blackberry



Keys (building, vehicle, office, desk, etc.)



Pager



Computer (laptop)



Cell Phone



Credit Cards



Manuals or any other business-related materials

You may be required to sign a Wage Deduction Authorization form for compensation of companyowned property that was lost or not returned when your employment was voluntarily or involuntarily terminated. NAME BADGES ID Badges will be issued to all employees for safety and security of our employees and of our customer. BRAVO! believes in the importance of its employees being on a first-name basis. The name badge is to be worn during work hours and must be visible to customers and other employees at all times. When employment ends, badges must be returned to management. Customer assigned badges must be left at work locations when an employee’s shift ends.

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KEYS Keys may be assigned to employees and supervisors. Keys that are owned by our customer must be protected at all times. All employees with access to keys belonging to our customer must sign a property form stating that they have access to keys and for what property the keys belong to (e.g., doors, lockers, janitorial closet, offices, conference rooms, building access, etc.). Each person will be held accountable to protect and use the keys as required and with utmost care and protection. Under no circumstances may keys be duplicated or loaned to another person. If a key is lost or misplaced, the employee must notify his/her supervisor or manager immediately. UNIFORMS Employees who have a designated uniform are to wear the entire uniform as specified during all work hours. It is the responsibility of each employee to maintain the uniform and to request replacement garments when necessary. The uniform is to be clean, with all buttons, zippers, seams and hems in good condition at all times. LOCKERS Lockers may be provided, depending on the account the employee is assigned to. These lockers are for employees to store their personal belongings during work hours. Personal items and valuables include money, jewelry, credit cards, etc. and are stored at employee’s own risk. Management recommends that lockers be locked at all times. Bringing large amounts of money, valuables or credit cards to the workplace is discouraged. BRAVO! is not responsible for losses of any kind from the lockers or work areas. The Company reserves the right to open employee lockers at any time with or without notice. VEHICLES BRAVO!’s vehicles represent a considerable investment by the Company. For that reason and because these vehicles must be in excellent condition at all times, the following rules apply to their maintenance and use: •

Employees must have a valid driver’s license and be insured by the company’s automobile insurance carrier. Any changes to the status of your driver’s license (i.e., revocation, suspension, DUI, DWI, etc.) must be reported to your supervisor immediately;



Receipts for all expenses associated with the use of the vehicle must be retained for reimbursement;



Traffic laws and speed limits must be adhered to at all times; wear seat belts, adhere to cell phone (this includes a Blackberry) laws;



Maintain safe and defensive driving techniques during inclement weather conditions;



No alcohol or illegal drugs are permitted in vehicle at any time;



No driver who is under the influence of alcohol or drugs is permitted to drive a company vehicle;



Vehicles are to be driven only by those employees who are specifically authorized to do so. Unauthorized use of a Company vehicle will result in strict disciplinary action, up to and including immediate dismissal;

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Any employee who is authorized to drive a Company vehicle and allows any other unauthorized use of the vehicle will be subject to the same disciplinary action described above;



Each sales or operations representative who is assigned a specific vehicle must maintain that vehicle according to the Company’s vehicle maintenance policy;



Company vehicles are for Company business only and are not to be used for transporting family members or anyone not employed by BRAVO!;



BRAVO! employees are prohibited from using any client vehicles.

Office equipment, including Company computers, telephones, copiers, fax machines, voice mail and e-mail, are to be used for Company business only. The use of a client’s computers, radios or other equipment is prohibited unless authorized by the client. PARKING Company clients generally provide ample parking space for employees. Please park your cars in designated parking areas. Management suggests that employees lock their cars at all times. The Company is not responsible for theft from or damage to vehicles parked in Company parking lots. Employee vehicles are not to be parked on Company premises except during work time. Employees must adhere to all parking and building regulations.

ALCOHOL AND DRUG FREE WORKPLACE BRAVO! is committed to creating and maintaining a substance free work environment which will promote the safety, health and overall job performance of its employees. All employees are prohibited from being under the influence of alcohol or other controlled substance during work hours, when riding in or using Company vehicles, while on Company business (whether on or off Company premises), or at any Company location or customer premise. All employees are also strictly prohibited from the unlawful or unauthorized manufacture, distribution, dispensation, possession, sale or use of alcohol or controlled substances while at work, in Company vehicles, on Company business (whether on or off Company premises) or on Company premises. Any violation of this substance abuse policy may result in disciplinary action, up to and including termination. BRAVO! reserves the right to make employment conditional on the results of a drug test after an offer of employment has been extended.

EMPLOYEE CODE OF CONDUCT Employees are expected to follow company policies and exhibit integrity at all times. This involves respecting employees, customers and anyone that we may come in contact with. Each employee represents BRAVO! Group Services and must exhibit professional and appropriate behavior that is acceptable by our customers and the general public.

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The following is a list of conduct that the Company considers inappropriate. Failure to adhere to these policies may result in discipline, up to and including termination of employment. The list is not all-inclusive, and the Company may impose discipline for conduct that is not specifically covered below: • • • • • • • • • • • • • • • • • • • • • • • • • • • •

Unacceptable tardiness or absenteeism; Disorderly conduct committed on Company property, Interfering with the work of other employees; Inefficiency or lack of application of effort on the job; Contributing to unsanitary conditions or poor housekeeping; Impairing the safety of other employees; Spreading rumors and or malicious gossip; Falsifying employment application; Falsifying Company records; Violating the Company’s Confidentiality and Nondisclosure Policy; Gambling on Company property; Abusing Company property or the property of other employees or customers; Reporting to work under the influence of alcohol or illegal drugs; Drinking or possessing alcohol on Company property or customer property; Possessing or using drugs on Company property or customer property; Immoral or indecent behavior on Company property; Using obscene, profane or abusive language; Sleeping on the job or otherwise wasting Company time; Changing a schedule or trading hours with another employee without supervisor approval; Misconduct or insubordination; Failing to report to work without notifying your supervisor or someone in management; Harassment of any kind (verbal, non-verbal, physical or sexual) including conduct or innuendos that create an intimidating, hostile or offensive work environment; Theft of property from co-workers, customers or the Company; Excessive or unnecessary use of Company property and supplies – particularly for personal reasons; Disregarding safety regulations; Unauthorized presence at a customer location; Failure to maintain the confidentiality of Company or customer information. Going to the client with complaints, issues or concerns.

Warnings and reprimands are documented and retained by the Human Resources department. The company reserves the right to terminate an employee for any reason, with or without cause, as it deems necessary. DISCIPLINARY REVIEW The Company reserves the right to make final disciplinary decisions based on the circumstances and facts of the employee conduct in question. The ultimate decision is final and not subject to review or appeal by the Company; except where required by law. BRAVO!  Group  Services  

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DISCIPLINARY PROCEDURES BRAVO! views disciplinary procedures as a way of providing feedback to employees on work deficiencies in effort for the employee to improve work habits, attitude, adherence to policies, conduct or overall job performance. Progressive discipline does not apply to employees as a matter of right. Typical disciplinary actions include verbal and written warnings. The Company chooses the proper disciplinary action based on the circumstances. Employees with multiple infractions may be terminated from employment. 1. Verbal Reprimand – The first step in the disciplinary process is a verbal warning. This is a verbal warning to an employee letting him know that his conduct is unacceptable and if the behavior is not corrected, further disciplinary action may be required. 2. Written Reprimand – The second step is a “written reprimand.” This describes the unacceptable conduct and will specify needed changes or improvements. A copy of the Written Reprimand will be retained in the employee’s personnel file. 3. Suspension – Suspension may or may not be included in the disciplinary process based on the circumstances of the conduct. The decision is solely up to the Company. 4. Termination of Employment – If the employee fails to adhere to company policies and make improvements on his conduct, the Company may elect to terminate the employee. The company reserves the right to administer discipline as appropriate based on the circumstances. The Company also reserves the right to eliminate any of the steps in the disciplinary process as it deems necessary. Note: Procedures for bargained-for employees will follow contractual guidelines where appropriate.

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SECTION 4 WORKDAY RULES AND PROCEDURES

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AGE REQUIREMENTS To be eligible to work at BRAVO!, employees must be at least 18 years of age on the first day of employment.

ATTENDANCE Work schedules have been developed to provide the coverage necessary for superior customer service. To provide the quality of service BRAVO! customers have come to expect, the Company relies on its employees to be ready to start work at their appointed times and to work their scheduled shifts in their entirety. In the event of sickness or other emergency, each employee is required to report any anticipated absence or late arrival to his or her supervisor as early as possible on the first day of the employee’s absence but not less 8 hours prior to the start of the employee’s shift. Excessive absences may result in temporary/permanent layoff or termination of employment. On the first day of absence, employees must notify his/her supervisor of the expected return-to-work date so that there is appropriate job coverage. A physician’s note is required when an absence is two or more days. notes are required before an employee is permitted to return to work. Absences of three consecutive days without notifying the manager or supervisor, will be considered job abandonment and employment will be terminated for voluntary resignation. Requests for leaving work early or arriving to work late must be approved by the employee’s supervisor and/or manager. No employee is permitted to leave work without notifying his/her manager or supervisor. Employees must put the request in writing or speak directly to the manager or supervisor. No text messages will be accepted and no voice messages will be accepted. Also, the employee must make the call – calls placed by another person for the employee will not be accepted. Employees are given their work hours when hired. Employees must start and end work as required . Tardiness or leaving work early without authorization is not tolerated by BRAVO!. Employees who violate this policy will be disciplined - which may include termination of employment - as outlined in this document. Any employee who has excessive tardiness or attendance issues will be terminated from BRAVO!.

TIMEKEEPING Each employee is assigned an employee number when hired and will retain that number over the course of his or her employment. Employees must record actual start and end times for time worked. Supervisors will instruct new employees on the preferred method for time reporting. This may include a dial-in number, a hand-scan system or internal form. It is the responsibility of the employee to ensure that all shift start and end times are recorded accurately and on time.

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Federal and state laws require BRAVO! to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. If you are a Non-Exempt Employee, a time card with your name and other pertinent employee information on it will be given to you when you begin work. You will be instructed on the use of a time clock or other device in which you will punch your time card or hand-scan each working day when you begin work and when you cease working. You must also clock out at any time when you leave our premises on personal business during the working day. No employee is permitted to clock in prior to the start time of his or her scheduled shift. Overtime work must always be approved before it is performed. It is your responsibility to make sure that your clocking times are complete and accurate. If you fail to clock in or out, seek out your supervisor immediately and your supervisor will report your actual working time to the payroll department. It is essential to your continued employment that nobody but you punches your time card when you begin work, or punches out your time card when you cease working, and that you do not punch in or out any other employee’s time card. Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. Any violation of this policy is considered to be a serious infraction of our rules and policies and will result in disciplinary action, up to and including discharge.

WORK SCHEDULE The workweek begins at 12:01 a.m. on Monday and ends at 12 midnight on Sunday. The normal full time workweek consists of 40 hours during a consecutive five-day period. The normal work shift is eight hours. The Company will advise each employee in advance of their work schedule. Work schedules may be changed periodically at the discretion of BRAVO! Group Services.

EMPLOYEE MEETINGS All employees are required to attend employee meetings that take place during their regularly scheduled work hours, or at the beginning or end of their shift. Employees may be requested to attend meetings that are scheduled at other times and will be compensated at their regular hourly rate for time spent at those meetings.

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MEAL AND REST PERIODS All employees working eight hours or more in a workday are entitled to two 15 minute rest periods and unpaid 30-minute or unpaid 60-minute meal periods, depending on their area of employment. Employees may not leave the Company premises during paid rest periods. Rest periods begin and end at the employee’s assigned work location. Employees are not permitted to work through all or part of their meal period without obtaining written approval on their time card from their supervisor. Meal Policy Please see your supervisor for your designated location. Coffee, soft drinks and snack foods may be available. All food and beverages are to be consumed in designated eating areas only—never at desks or computer terminals. Chewing of gum or tobacco products is unprofessional and inappropriate in the workplace and is therefore prohibited.

NO-SMOKING POLICY There is a no-smoking policy in effect in all areas of the Company premises and client locations including the employee lunchroom. Client rules and regulations are also to be adhered to.

FLEXIBLE WORK ARRANGEMENTS BRAVO! offers flexible work arrangements as an alternative to a traditional work schedule. The following types of flexible work arrangements may be available: •

Flextime—an alternative work schedule whereby employees choose their starting and quitting times within Company-established guidelines. For example, BRAVO! may require employees to be present during its central hours.



Job Sharing—an alternative work schedule whereby two part-time employees share responsibilities of one full-time position. Pay and benefits are prorated according to the number of hours each person works on a regular basis.



Part-Time Schedule—an alternative work schedule whereby employees work less than the standard workweek. Pay and benefits are prorated according to the number of hours each part-timer works on a regular basis.

Not every job is adaptable to a flexible work arrangement, so there is no assurance that management will approve an arrangement. Please consult with the Human Resources Director regarding the feasibility of arranging for flexible work. An approved flexible work arrangement typically begins on a temporary basis to ensure that the arrangement is workable for all concerned.

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If you feel that a flexible schedule would work for you and the Company, you are encouraged to discuss the situation with your supervisor. If your supervisor approves a flexible work arrangement, you will be asked to sign an agreement outlining the specifics of the arrangement.

BONDED EMPLOYEES All employees who handle cash must be bonded. Further details and information are available from the Human Resources Director.

CHECK-CASHING POLICY Employees may not cash personal or payroll checks for any other Company employees. If one employee asks another employee to pick up his paycheck, a check request form must be signed by both employees before the paycheck is released. Paychecks may not be cashed prior to your payday, which is on a Friday. If an employee receives his/her paycheck on Thursday and cashes it on Thursday, he/she will be charged the $50 that the bank charges for processing payroll checks earlier than the agreed upon date.

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SECTION 5 TIME OFF

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SICK LEAVE After six months of employment, regular full-time employees earn three days of sick leave per year. Sick days may only be used until the end-of-the current calendar year, ending December 31. Sick leave is to be used for medical, dental or vision care for you or members of your immediate family. Remaining sick leave time/hours do not carry over to the next calendar year. Unused sick days are not payable to the employee at any time, however, an outstanding attendance record will be considered during your performance review. Sick Day hours are not calculated as hours worked when calculating overtime.

PERSONAL DAYS After six months of employment, regular full-time employees are eligible for two personal days per year to attend to personal business, observe religious or ethnic holidays, or celebrate other days of personal significance. Requests for personal days should be made in writing to your manager/supervisor at least one week in advance. Personal days must be used prior to December 31 of each calendar year and do not carry over to the next calendar year. Unused personal days are not payable to the employee at any time, however, an outstanding attendance record will be considered during your performance review. Personal Day hours are not calculated as hours worked when calculating overtime.

VACATION After one year of employment, all regular full-time employees are eligible for paid vacation in accordance with the following schedule. Service 1 year 2 years 5 years +

Vacation 5 days 10 days 15 days

Regular part-time employees are not eligible for vacation. Vacation time may be taken in full-day increments, and in all cases must be prescheduled and preapproved. A written request for vacation leave for any amount of days must be submitted to the employee’s immediate supervisor at least one month in advance to allow time for scheduling adjustments. Vacation requests must also be submitted to Human Resources after the employee’s supervisor has approved the vacation request. BRAVO! will attempt to grant all employees vacation for the period requested. However, the Company must maintain adequate staffing at all times. Conflicts will be resolved as fairly as possible based on the business circumstances of each situation. Preference will be given to the more senior employee, the employee who can demonstrate the greater need for vacation at the conflicting time or the employee who makes the earliest request. Vacation hours are not calculated as hours worked when calculating overtime. BRAVO!  Group  Services  

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Vacation days must be used prior to December 31 of each calendar year. Unused days do not carry over to the next calendar year and are not payable to the employee at any time. End of employment: If an employee resigns voluntarily from BRAVO!, any unused vacation days will be forfeited. If an employee’s employment was ended involuntarily, the company will review the circumstances and make a determination as to whether or not the employee will receive payment for any available, unused days. If the reason for termination is based on misconduct, violation of company policy, removal from account at the client’s request, etc., vacation time will not be granted.

HOLIDAYS BRAVO! observes the following holidays: New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day

• • • • • •

All regular full-time employees will be compensated for the above holidays, providing all of the following conditions have been satisfied: l.

Employee must work the full day on the work day prior to the paid holiday; and

2.

Employee must work the full day on the work day following the holiday.

Should the employee be unable to work either of these two days due to illness, satisfactory proof of illness (e.g. doctor’s note) will be required in order to qualify for the paid holiday. If a holiday falls during an employee’s vacation, the employee is entitled to an additional day of vacation. Holiday hours are not calculated as hours worked when calculating overtime.

EMERGENCY SHUTDOWNS When employees report for work as scheduled and, for unforeseen reasons (i.e., power or utility failure, flood, fire, earthquake, or some other emergency), have to be sent home before the scheduled completion of their shift, they will be paid reporting pay for a minimum of two hours or the actual hours worked, whichever is greater. Employees may be asked to perform other work to qualify for reporting pay. If an employee refuses to perform such work, that employee will not receive reporting pay. If, the facility is closed due to inclement weather and the employee is notified prior to the start of his shift via telephone or is announced over television or radio, then employee/s will not be compensated for time not worked. A message stating building closing will be available through BRAVO!’s answering service. To hear the message, dial 732-465-0707. BRAVO!  Group  Services  

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MEDICAL LEAVE OF ABSENCE Employees who request a medical leave of absence not covered by the Family and Medical Leave Act may be granted a leave of absence up to 5 days without pay. Prior to commencing the medical leave, the employee is required to sign an intent-to-return-to-work form. The Company reserves the right to require a physical examination by a Company-appointed doctor before or at any time during the leave of absence. Leaves may be renewed at Company discretion. Employees will be required to use accrued sick leave and/or vacation leave prior to obtaining Personal Non-FMLA or Medical Leave of Absence. Compensation during this time-off period will be without pay. An employee on an authorized medical leave of absence is not permitted to perform work for another employer during the absence. State laws may differ between the states that BRAVO! resides in. All state laws supersede these policies.

PERSONAL LEAVE OF ABSENCE The Company may grant an unpaid personal leave of absence at the discretion of BRAVO!’s President/CEO. All such leaves of absence must first be requested in writing and approved in advance by the employee’s supervisor and the Human Resources Director. Sick leave and vacation benefits do not accrue during the leave of absence. Insurance benefits may be canceled during the leave of absence. An employee may continue insurance coverage by paying the premiums in advance. Otherwise, insurance benefits will reinstate upon the employee’s return to work. Upon returning to work, the employee will be given preference for the first available position for which he or she is qualified. Should the employee fail to return to work as scheduled, the employee will be considered to have voluntarily terminated his or her employment with BRAVO! An employee on an authorized personal or disability leave of absence is not permitted to perform work for another employer during the absence.

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PREGNANCY LEAVE Pregnant employees may continue to work until they are certified as unable to work by their physician. Upon returning to work, employees are entitled to return to the same or equivalent job with no loss of service or other rights or privileges. Should the employee not return to work when released by the assigned physician, the employee is considered to have voluntarily terminated their employment with BRAVO!. Employees are required to use all accrued vacation days, sick leave and personal days prior to the start of her leave.

BEREAVEMENT LEAVE Time off will be granted when an employee has a death in the immediate family. “Immediate family” includes spouse, life partner, son, daughter, mother, father, current mother-in-law, current father-inlaw, grandparents, brother, sister and grandchildren, as well as stepfather, stepmother, stepchildren, stepbrother, stepsister and legal guardian. Regular full-time employees requiring such time off will receive their current rate of pay for a period of no more than 3 regular working days. These days must be scheduled on days during the period beginning with the day of death and extending up to and including the day of the funeral, provided that one day must be the day of the funeral. Additional time off without pay may be granted upon the approval of your direct supervisor. Only regular full-time employees qualify for paid bereavement leave. If personal days and vacation days have been exhausted and additional time is needed for personal reasons, additional time-off may be granted. The employee must contact his supervisor to request approval for additional time off prior to taking the additional time.

JURY DUTY Short-term absences resulting from jury duty or testifying as a subpoenaed witness are not charged against an employee’s available days of paid absence. Employees are required to notify his supervisor and the HR department as soon as notice has been received by the state and provide a copy of the summons or subpoena to his supervisor. Non-exempt employees will be paid their regular base rate for authorized absences to serve as a juror or subpoenaed witness, up to two workweeks per calendar year. Exempt employees are subject to the same two-week limitation except that they will also receive pay for any days they serve as a juror or witness in a workweek in which they actually perform work. Employees may keep monies received from the courts for jury duty. While serving as a juror, you will be eligible for employee benefits as if you were actively employed during the time of approved jury duty.

VOTING LEAVE Employees are encouraged to vote on Election Day. If at all possible, employees are expected to vote either before or after work. Voting leave requirements vary by state. Please contact the Human Resources Director for further information. BRAVO!  Group  Services  

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MILITARY LEAVE OF ABSENCE BRAVO! complies with all state and federal laws concerning military leave obligations. Employees who have Reserve obligations or who are called to active duty should inform their supervisor and the Human Resources Director as early as possible (minimum of two weeks prior to the leave) and provide a copy of the military orders. Time during which an employee is on military duty shall not constitute an interruption of continuous employment. No employee shall be subjected, directly or indirectly, to any loss or diminution of time, service, vacation, holiday privileges, or any other right or privilege by reason of such absence, or be prejudiced with reference to continuance in employment, reemployment, reinstatement, transfer or promotion by reason of such absence. Employees are granted a military leave of absence without pay for the time needed to perform their duties.

FAMILY AND MEDICAL LEAVE The Family and Medical Leave Act of l993 (“FMLA”) requires certain private employers with 50 or more employees to provide eligible employees up to 12 weeks of unpaid, job-protected leave in any 12-month period for certain family and medical reasons. EMPLOYEE ELIGIBILITY The FMLA defines eligible employees as employees who: (1) have been employed by the BRAVO! for at least 12 months; and (2) have worked at least 1250 hours in the previous 12 months; and (3) work at or report to a worksite which has 50 or more employees; or (4) is within 75 miles of worksites that combined have 50 or more employees. LEAVE ENTITLEMENT Eligible employees may take FMLA protected leave for the following reasons: (1) to care for a child upon birth or upon placement for adoption or foster care; (2) to care for a parent, spouse, or child with a serious health condition; or (3) when an employee is unable to work because of the employee’s own serious health condition. FMLA defines a “serious health condition” an illness, injury, impairment, or physical or mental condition that involves: (1) inpatient care (i.e., an overnight stay), including any period of incapacity or any subsequent treatment in connection with the inpatient care; or (2) “continuing treatment” by a health care provider.

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NOTICE AND CERTIFICATION Employees who want to take leave for any reason permitted by the FMLA ordinarily must provide at least 30 days notice of the need for leave, if the need for leave is foreseeable. If the employee’s need is not foreseeable, the employee should give as much notice as is practicable. When leave is needed to care for an immediate family member or for the employee’s own illness and is for planned medical treatment, the employee must try to schedule treatment in order to prevent disruptions of BRAVO!’s business operations. In addition, employees who need leave for himself/herself or a family member’s serious health condition must provide medical certification from a health care provider of the serious health condition. To request a leave for a serious health condition, an employee will be required to submit pre-leave certification from a physician (or other appropriate health care provider) in a letter addressed to the President of BRAVO! with a copy directed to the Human Resources Director indicating the following: a. The date on which the serious health condition began; b. The probable duration of the condition; c. The appropriate medical facts within the knowledge of the health care provider regarding the condition; d. If for a serious health condition of a family member, a statement that the employee is needed to care for that family member and an estimate of the amount of time needed for the employee to care for the family member; e. If for the employee’s own serious health condition, a statement regarding the employee’s ability to perform the job functions of his or her position; f. If leave for intermittent medical treatment is requested, then the dates and duration of such treatment. BRAVO! may also require a second or third opinion (at its own expense), periodic re-certifications of the serious health condition, and, when the leave is a result of the employee’s own serious health condition, a fitness for duty report to return to work. BRAVO! may deny leave to employees who do not provide proper medical certification. Leaves of absence begin on the first workday that an employee misses work as a result of the emergency or other situation requiring or suggesting the leave. Employees requiring an extension of the leave must furnish the Human Resources Director with a written request for an extension before expiration of the original leave of absence or most recent extension. BRAVO! may request documentation, including certification by a physician (or other appropriate health care provider), of any circumstances requiring a leave or extension. BENEFITS DURING FMLA LEAVE Employees taking leave under the FMLA are entitled to receive health benefits for up to 12 weeks or as required by law during the leave at the same level and terms of coverage as if they had been working throughout the leave. If applicable, arrangements will be made for employees to pay their share of health insurance premiums while on leave. In some instances, the BRAVO! may recover premiums it paid to maintain health coverage for an employee who fails to return to work from BRAVO!  Group  Services  

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FMLA leave. If the employee fails to return-to-work after 12 weeks, a loss of coverage will occur and continuation of health care coverage would be offered through COBRA. SUBSTITUTION OF PAID TIME FOR UNPAID FMLA LEAVE The employee’s use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of the employee’s leave. However, the employee must first use any accrued paid time off before taking FMLA leave.

JOB RESTORATION AFTER FMLA LEAVE BRAVO! will reinstate an employee returning from FMLA leave to the same or equivalent position with equivalent pay, benefits, and other employment terms and conditions. However, an employee on an FMLA leave does not have any greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period. Certain “key” employees as defined under The Family and Medical Leave Act of 1993, may not be eligible for reinstatement to the same or similar position if doing so would cause “substantial and grievous economic injury” to BRAVO!’s operations. A “key” employee is a salaried eligible employee who is among the highest paid ten percent of employees within 75 miles of the worksite. Employees will be notified of their status as a key employee, when applicable, after they request FMLA leave. Employees are considered to have resigned if the employee: •

Fails to return to work on the first day after the leave of absence or authorized extension expires;



Applies for or engages in any other employment during the leave of absence unless the employee received written permission from BRAVO!; or



Gives a false reason for any requested leave of absence.

OTHER PROVISIONS The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights. If an employee has any questions regarding the family and/or medical leave benefits applicable to their particular state, he/she should contact the BRAVO! Human Resources Department.

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SECTION 6 EMPLOYMENT AND HIRING POLICIES

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MEDICAL EXAMS/DRUG AND ALCOHOL SCREENING As a condition of your employment with BRAVO!, employees may be required to undergo a postoffer, pre-employment medical examination (Company-paid) and an alcohol and drug screening test, which are to be conducted by a physician designated by BRAVO!. The Company will receive a full medical report from its examining physician. Certain BRAVO! clients may also reserve the right to request medical exams and/or drug screenings of any employees working on their site (e.g., financial institutions). An employment offer is contingent on, among other things, satisfactory completion of the physical examination and drug and alcohol screening, and a determination by BRAVO! that the applicant is capable of performing the essential duties of the position that has been offered, with or without reasonable accommodation. Periodic medical examinations and drug and alcohol screenings may be required by BRAVO! as a condition of continued employment. Failure to successfully complete either the physical or drug and alcohol screening may result in disciplinary action, which may include termination. All employees of BRAVO! must complete an employment application, which specifically states: “I authorize investigation of all matters contained in this application and agree that if any misrepresentation has been made by me herein, or if the results of such investigation are not satisfactory, any offer of employment may be withdrawn, or my employment terminated immediately without any obligation or liability to me, other than for payment, at the rate agreed upon, for service actually performed if I have been employed. I also authorize all persons, schools, companies, corporations, credit bureaus, former employers and law enforcement agencies to supply any information concerning my background and release them from their doing so. I release BRAVO! from responsibility to investigate in good faith and without malice my background and I understand that employment is also dependent upon satisfactory response to the investigation of my references.” BRAVO! protects employee health information in accordance with The Health Insurance Portability Act of 1996 (HIPAA).

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DRIVING RECORD INVESTIGATION Employees who will be operating a Company vehicle or operating a vehicle on behalf of the Company will have their driving records reviewed prior to being hired. BRAVO! will obtain an applicant’s authorization before undertaking this background check. Employees providing false information about their driving records will be disciplined and/or discharged.

CREDIT INVESTIGATION A thorough credit investigation is conducted for every applicant who may be assigned to a financial institution or Company. Any attempt by a prospective employee to misrepresent the facts about credit information, prior convictions or related transgressions may result in disqualification or immediate dismissal. No credit checks will be conducted without the knowledge and authorization of the prospective employee.

TRAINING Employees may periodically, as the Company deems necessary, receive additional training. In order for BRAVO! to be a strong, competitive and profitable Company, the BRAVO! team must be better trained, more astute and more productive than our competitors.

PROFESSIONAL DEVELOPMENT Employees who have completed at least one year of service and are assigned to a schedule of 35 or more hours per week may qualify for reimbursement and/or paid time to attend selected seminars or classes. The seminar or classes must be approved in advance by your direct supervisor and the President of BRAVO!. At BRAVO!, we feel that our best assets are our employees. Employees who are dedicated to their work and the success of the Company should have the opportunity to reach their goals. This is why we encourage you to bring it to your supervisor's attention if you would like to take classes that will enhance your professional development. Total reimbursement in any one year is limited to tuition only. Additional expenses, such as for travel, lodging, parking and meals, are not covered unless an employee is specifically asked by BRAVO! to attend. To qualify for reimbursement, you must have all requests approved in writing in advance by your supervisor and the President of the Company. Additional information regarding the company’s Tuition Enrollment/Reimbursement policy and form is available through the HR department.

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PERSONNEL RECORDS BRAVO! Group Services Human Resources Department will maintain a “confidential” personnel file on each employee. In accordance with the Department of Labor (DOL), personnel files will contain factual information regarding your employment at BRAVO!, including the date of hire, wage rate, job performance, reports of any disciplinary action taken for infraction of rules, wage increases, training, medical enrollment/waiver, recognition and awards, and suggestions the employee may have submitted to management. To ensure that the personnel file is current, it is the employee’s responsibility to notify the Human Resources Department promptly of any changes in employee’s information including the employee’s name, address, telephone number, marital status, number of dependents, beneficiary designees and emergency contacts. A “Change Request” form must be submitted to the Human Resources department to change company records. Employees may review their personnel file at reasonable intervals in the presence of a designated managerial person, provided that an appointment is scheduled in advance. Employees may submit corrections or comments regarding any inaccuracies or any material with which they disagree. The Americans with Disabilities Act and the Family and Medical Leave Act require that medical information be maintained in separate, confidential files.

PERFORMANCE REVIEWS Employees will receive performance feedback from his supervisor on an ongoing basis. This process is used to ensure that employees are performing the functions of the job as required and to identify areas in need of development where necessary. This process will also be used to identify and recognize outstanding employees. Employees working full-time will receive a written performance review on an annual basis. Each supervisor will review the performance of each of his/her direct reports on an ongoing basis. This process will be conducted verbally (informal) and in writing (formally) to ensure that good performance is recognized and that appropriate suggestions for improvement are made when necessary. In addition to these regular evaluations, management may conduct special written performance evaluations of supervisors and employees anytime, at his/her discretion, to inform an employee of existing performance and/or disciplinary problems. Performance evaluations are retained in the employee’s personnel file. All content derived from an employee performance evaluation will remain confidential between the employee and the evaluator(s). Employees are encouraged to contribute comments and suggestions during the evaluation process.

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Increases and promotions are based solely on the Company’s view of individual job performance in such areas as: • • • • • • •

Quality of work Productivity Initiative Teamwork Job knowledge/skills Safety Attendance and punctuality

A performance review is not a contract, promise or guarantee of employment, promotion or salary increase. Employees are asked to sign the Performance Evaluation form confirming that he received the review – signature does not imply that you agreed or disagreed with what is written. The review will be placed in your personnel file whether or not it is signed.

SERVICE WITH THE COMPANY Length of service is defined as a regular full-time employee’s continuous employment with the Company, commencing with the last date of hire. Length of service may affect employee benefits, pay and vacation pay. Employees are credited with length of service from their most recent date of hire. Employees hired through a temporary agency and employees hired for an interim period shall not attain service-withthe-Company status. An employee’s length of continuous service with the Company and the employment relationship shall terminate if one of the following occurs: •

The employee quits or retires.



The employee is discharged or otherwise terminates his employment.



The employee is absent from work for three consecutive working days without properly notifying the Company and being excused.



The employee fails to report for work following a leave of absence or vacation, unless the extended absence is excused in advance by the employee’s supervisor.



The employee fails to report for work as soon as possible and, at the latest, within three working days following notification to return after a Company layoff, unless excused in advance by the employee’s supervisor.

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AWARDS AND RECOGNITION Each year BRAVO! recognizes employees who have reached certain service anniversaries. At that time, awards may be presented to employees for superior job performance and certain other achievements that management feels merit recognition. Please contact the Human Resources Department for a list of achievements that may be rewarded.

EMPLOYMENT OF RELATIVES BRAVO! strives to employ a workforce of top quality people. Therefore, employees may refer a family member, relative or friend for employment at BRAVO! as long as the company guidelines are followed. The guidelines for hiring a family member, relative or friend include: •

Contact the HR Department for review and approval of hire – this should occur prior to making an official job offer;



Supervisors are encouraged not to hire a family member that will report directly to him/her;



Employment of a family member, relative or friend should not create an actual or perceived conflict of interest.

EMPLOYEE REFERRAL PROGRAM Employee referrals of a friend, family member or relative are encouraged and greatly appreciated. BRAVO! would like to thank you in advance for referring someone to our company! Supervisors and senior management will be advised when you refer someone and it will be recorded.

EMPLOYMENT VERIFICATION Requests for employment verification for any reason (e.g., employment, mortgages, credit, state assistance, etc.) must be submitted in writing to the HR department. The HR Departmnet will complete all requests and/or write letters and maintain a copy of the documents in your Personnel File.

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SECTION 7 COMPENSATION AND BENEFITS

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EMPLOYEE CLASSIFICATION FULL-TIME EMPLOYEES Employees who are not temporary and who regularly work at least 30 hours per workweek are considered Regular, Full-Time Employees. Full-time employees may be “exempt” or “nonexempt.” PART-TIME EMPLOYEES Employees who are not temporary and who regularly work fewer than 30 hours per workweek are considered Regular, Part-Time Employees. Part-time employees may be “exempt” or “nonexempt.” TEMPORARY EMPLOYEES Individuals who work pursuant to an agreement with an employment agency and who are employees of the sending agency are Temporary Employees. Individuals hired for a specific period of time or until the completion of a particular project may also be Temporary Employees. Temporary Employees are not eligible for employee benefits unless specifically noted or to the extent required by state and federal law. Such employees may be “exempt” or “nonexempt.” HOURLY EMPLOYEES Persons employed by BRAVO! whose rate of pay is established on an hourly basis. Premium rates are paid for working overtime in a given work week. NON-EXEMPT EMPLOYEES All employees considered “non-exempt” under the Fair Labor Standards Act (“FLSA”) will be paid at the rate of time and one-half (1 1/2 times their regular rate of pay) for all hours worked in excess of 40 in one week. Scheduled holidays, vacation days and time off for jury duty are not considered “hours worked” for purposes of calculating overtime. Unscheduled absences or time off for sickness, emergencies or other personal reasons are not considered hours worked for overtime purposes. EXEMPT EMPLOYEES Employees who are classified as “exempt” do not receive payment for hours worked in excess of 40 hours per week. Employees are informed of their employment classification and status as an exempt or nonexempt when hired. The classification remains in effect until it is officially changed by BRAVO! the employee is given written notice of the change in status; and payroll records are changed to reflect the new classification. Should an employee’s classification or status change due to a promotion, transfer or otherwise, the employee will be notified by the Human Resources Director. An employee classified as part time but regularly working 35 or more hours per week may request reclassification. Eligibility will be based on the completion of the application for reclassification, fulfillment of conditions, official enrollment and notification.

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OVERTIME BRAVO!’s overtime policy complies with the regulations of the Fair Labor Standards Act. Overtime for non-exempt employees must be authorized by the employee’s supervisor and is paid at the rate of one and one-half (1½) times the employee’s regular hourly rate in accordance with the Fair Labor Standards Act (FLSA). As an employment condition, employees are expected to work overtime when requested. Due to the nature of our business, BRAVO! reserves the right to require employees to work overtime. Only non-exempt employees will receive compensation for approved overtime hours as follows: •

For all hours worked between the 35th and 40th hours in any given workweek, employees are paid straight time (the employee’s regular hourly wage).



For all hours worked beyond the 40th hour in any given workweek, employees are paid one and one-half (1½) times the employee’s regular hourly wage.



For all hours worked on a Company-observed holiday, employees are paid one and one-half (1½) times their regular hourly wage.

Overtime pay is based on hours worked. The calculations of overtime hours does not include paid non-work hours such as jury duty, sick time, personal days, vacation or other paid leaves of absence.

PAYROLL Employees are paid on a regular bi-weekly basis for time worked since the preceding pay period. State and federal laws require BRAVO! to make deductions from employees’ pay for federal income tax, FICA taxes, state income tax, local income tax and occupational privilege tax. Such payments are sent by BRAVO! to the appropriate governmental agencies. In addition, any authorized voluntary deductions (for example, health insurance contributions) will be automatically withheld from the employee’s paycheck. Employees must inform their supervisor of any change in dependent status so that forms for tax deductions and insurance can be updated. SALARY ADVANCES BRAVO! does not grant any salary or wage advances. LOST PAYCHECKS Lost paychecks must be reported to the employee’s supervisor immediately. Once you have notified BRAVO!, a stop-payment will be put on the check. The employee will receive a replacement check as soon as possible. Employees are required to reimburse the Company for any bank charges incurred for the stop-payment.

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EXPENSE REIMBURSEMENT For all work-related expenses, employees must obtain the prior approval of their supervisor in order to obtain reimbursement. Routine travel costs to and from work are not reimbursable.

BENEFITS INFORMATION Full-time (40 hours per week) employees of BRAVO! are eligible to enroll in medical, dental and 401K benefits after completing 120 days of employment. The medical options include employee only, employee plus spouse, employee plus child/ren or employee plus family. Insurance plan premiums will be deducted out of the employee’s paycheck on a pre-tax basis. For more information, please contact the Human Resources department at (732) 465-0707.

401K RETIREMENT SAVINGS PLAN After 120 days of employment, full time employees are eligible to enroll in the 401K retirement savings plan. Deductions are taken pre-tax from your paycheck and deposited directly into the employee’s 401K account. The program allows an employee to designate a percentage of his/her salary to be deposited into an individual 401K account on a bi-weekly (restrictions and procedures are manage as dictated by law). For more detailed information, please contact the Human Resources department at (732) 465-0707. BRAVO! reserves the right at any time to add, amend or eliminate all or part of the employee benefits set forth in this Handbook; as well as, any other benefits described herein or in any other documents. This Handbook contains only a summary of certain benefits.

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SECTION 8 SAFETY AND HEALTH

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JOB SAFETY Safety is the responsibility of every employee at BRAVO! Group Services. Our goal is to provide our employees with a safe and healthy work environment. Safety is a full-time job and we take it very seriously. BRAVO! has written and hands-on safety procedures and all employees must adhere to them - at all times. Your safety comes first! No job is so important and no job effort is so urgent that you cannot take the time to follow safety procedures. If unsure regarding the safety of any task, contact your supervisor. Being alert will help prevent accidents to you and others. Please report existing or potential unsafe working conditions immediately to your supervisor or to the Human Resources department. If you observe an unsafe practice by another employee, bring it to the attention of your supervisor so that the employee can be trained on the proper procedures. You are expected to cooperate with management on all safety and health procedures and to make proper use of all equipment and devices provided for such purposes. For example, if you need to use a ladder or high object to clean an area out of reach, you will first need to contact your direct supervisor to ensure that you are utilizing proper safety procedures and the task may require assistance. BRAVO! will provide additional safety training as needed or may post rules and regulations on the bulletin board. Failure to comply with safety procedures may result in disciplinary actions up to and including termination of employment.

GENERAL SAFETY RULES The general safety rules and regulations to be followed by every employee are: •

Each employee shall comply with the Occupational Safety and Health Act (OSHA) standards, rules, regulations and orders that apply to his own action or conduct;



Employees should report all unsafe conditions to the employee’s supervisor at once;



Employees should immediately report any malfunctioning equipment to the employee’s supervisor;



Employees should immediately report all injuries to the employee’s supervisor or manager; regardless of how insignificant the injury may seem. Supervisors are required to complete an incident report. First aid supplies are generally available at each job location.



Good housekeeping throughout the facility is essential to safety, efficiency and satisfactory working conditions. Please help to keep the facilities clean and neat;



Employees shall not operate any equipment until they have been properly instructed and/or trained by their supervisor and have proper protective equipment.



Sharp edges projecting from any source should be dulled or corrected to eliminate hazards.

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Loose-fitting clothing (e.g., flowing ties/ribbons, unbuttoned long sleeves, shawls, and coats) shall not be worn around moving equipment or machinery.



When making deliveries or on service calls, employees may not pick up hitchhikers, and they may not enter private homes unless or until they confirm that an adult (over 18 years old) is present.



Use care and proper procedures when lifting or carrying heavy or awkward objects.



Learn where emergency exits are located and what to do in an emergency.



Attend employee safety meetings facilitated by the Company’s Safety Director.

The following are examples of behaviors that may result in disciplinary actions up to and including termination of employment: •

Running or traveling in an unsafe manner on Company property;



Failing to obey warning signals;



Not obeying safety procedures (i.e., climbing, jumping, etc.);



Not wearing protective equipment when required (i.e., goggles, gloves, head gear, authorized footwear, etc.);



Fighting or causing harm to another individual on Company property;



Endangering others by carelessness or horseplay;



Violating safety rules or failing to report an accident;



Possessing or using weapons on Company time or property;



Making threatening remarks or innuendos to others—even in jest—that could be perceived as threats to an employee’s job security or to an employee’s safety either on or off the job.

Employees are encouraged to submit safety suggestions to the Director of Safety & Training for consideration.

SMOKING BRAVO! is concerned about the health and safety of all employees. Because smoking is injurious/harmful to good health, smoking is not permitted on Company or client premises unless there is a designated smoking area established by the client.

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GOOD HOUSEKEEPING A clean work environment reflects well on the Company and the employees who work here. When each person helps keep our facility clean, the overall efficiency, productivity and safety standards will increase. The following are some common-sense suggestions: •

Keep all work areas and aisles clear of stock and debris;



Maintain a minimum clearance of three feet around all fire extinguishers, drinking fountains, alarm boxes, isles and power panels;



Place all waste in properly marked containers;



Report broken chairs, desks, credenzas, equipment, appliances or other broken materials that may be dangerous or harmful;



Do not throw food or other debris on the floor at any time; and



Any accidental spills must be cleaned up immediately.

ACCESS TO COMPANY PREMISES For purposes of safety and security, only authorized personnel will be admitted to the Company’s work areas. A member of management or his/her designee (e.g., security) must approve the admittance of all visitors. Employees are not to enter any work facility except during their normal work hours. Each location has a designated entrance/exit that for use by BRAVO! employees. When entering or leaving the building, employees must use the designated entrance/exit.

FIRE PREVENTION Each year, thousands of businesses are damaged by fires—many of which could be prevented. Be alert at all times for potential hazards and report them at once to your supervisor. Please adhere to the following: •

Employees shall observe all “No Smoking Areas” throughout the Company’s facilities and client locations;



Employees shall take appropriate steps to eliminate and prevent fire hazards;



In case of smoke or fire, employees shall notify the nearest supervisor, giving the location and any other necessary information. If no manager is available and the situation appears unsafe / critical, employees must call the fire department or call 911;

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Employees shall not attempt to extinguish electrical fires unless they are trained and qualified to do so;



Employees are required to review the emergency procedures that are posted in each designated work area in case of a fire.

BRAVO! periodically conducts practice emergency drills. It is also very important to follow the client’s policies and procedures in the event of a crisis. Please check with your direct supervisor about your work site’s policies and procedures for safety and security.

CRISIS PROCEDURES ROBBERY No business is immune from a robbery. If a robbery does occur, don’t be a hero. Remember: Do not panic or do anything without thinking it through first. Managers and employees should never endanger themselves or a customer under any circumstances. Do exactly what the perpetrator asks. When the person has left, call the police. Any information you acquire in observing a robbery may be helpful, so be alert. If emergency assistance is required, call an ambulance and the police. Also notify your supervisor. Emergency numbers are generally listed by every telephone. BURGLARY If it appears upon arriving at the work location that a burglary might have occurred, do not enter the building. It is possible that the intruder(s) may still be inside. Instead, go to the nearest telephone and call the supervisor, Human Resources Director or other member of management and follow their instructions. If you are unable to make immediate contact with any of these individuals, call the local police to investigate before entering the building. FIRE Each location is equipped with fire extinguishers, multiple exits and telephones with the local fire department numbers posted. In the event of a fire, follow these procedures: •

Call the fire department. Be sure to give them the correct street address, the nearest cross streets and any other specific information they will require to locate the building expeditiously. If the fire seems serious, appoint one person to get everyone out of the building immediately while you or your supervisor call the fire department from the nearest available telephone.



Once the fire department has been called, it may appear that the fire can be put out or contained with water or a fire extinguisher. Only do so if it won’t endanger anyone.

Do not attempt to extinguish electrical fires unless you are trained and qualified to fight electrical fires.

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EMPLOYEE HANDBOOK ACKNOWLEDGEMENT

Now that you have read this Employee Handbook, please do the following: 1) REMOVE THIS SHEET FROM YOUR COPY OF THE HANDBOOK; 2) DATE AND SIGN THIS SHEET; AND 3) RETURN IT TO THE BRAVO! HUMAN RESOURCES OFFICE; 4) RETAIN A COPY FOR YOUR PERSONAL FILE. I acknowledge that I have received the Employee Handbook of BRAVO! Group Services. I understand that it is my responsibility to familiarize myself with the policies set-forth in this handbook and to ensure that I understand the contents in its entirety and will adhere to each policy and/or practice. I further understand that of BRAVO!’s policies, procedures or practices, including those set forth in this handbook, are NOT to be viewed as a contract or creating any promises or contractual obligations of any kind. I also understand that no contract made on behalf of BRAVO! Group Services is binding and will not be enforceable unless set forth in writing and signed by the President of BRAVO! Group Services. BRAVO! reserves the right to change or modify, amend or terminate any policy or benefit program in this handbook at any time at its sole discretion. This handbook supersedes and replaces all handbooks, policies, rules or statements previously established by BRAVO!. I understand that, unless otherwise provided by individual contract, or collective negotiation agreement, employees of BRAVO! are “at-will employees,” which means employment may be terminated at the employee’s option or the company’s option at any time, for any reason or no reason with or without cause. _____________________________________ EMPLOYEE SIGNATURE

________________________ DATE

_____________________________________ EMPLOYEE NAME PRINTED _____________________________________ WITNESS SIGNATURE

_________________________ DATE

_____________________________________ WITNESS NAME PRINTED

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Welcome To BRAVO! Group Services Employee Handbook

Welcome To BRAVO! Group Services Employee Handbook Updated Version: 2015 This Handbook may not be reproduced or copied in whole or in part, in any f...

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