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Harassment Policy
We prohibit harassment of one employee by another employee or supervisor
for any reason including, but not limited to: veteran status, race,
color, religion, marital status, national origin, sex, sexual preference,
physical or mental disability and/or age.
The purpose of this policy is not to regulate the personal morality
of employees. It is to assure that in the workplace no employee
harasses another for any reason.
While it is not easy to define precisely what harassment is, it
includes: words, signs, unwelcome jokes, pranks, intimidation, physical
contact, or violence. Harassment is not necessarily sexual in nature.
Any employee who feels that he or she is a victim of such harassment
should immediately report the matter to the Human Resources Manager,
their supervisor, or any other member of management. Our company
will investigate all such reports as confidentially as possible.
Adverse action will not be taken against an employee who reports
or participates in the investigation of a violation of this policy
(excluding the offender). Violations of this policy are not permitted
and may result in disciplinary action, up to and including discharge.
Basis for Determining Pay
The pay for each position is influenced by three factors:
The nature and scope of the job...Special experiences, educational
background, and certifications will be taken into account as the
nature and scope of the job is evaluated.
External comparability...Jobs are compared with external
market data. Each job is assigned a range of pay, including a minimum
and a maximum. Periodically "Company name" will examine the market
conditions to ensure ongoing comparability. Changes in pay ranges
will be made as needed and as the company can afford, to maintain
market comparability.
Individual Performance...An individual's pay within this
range will depend on his sustained performance over time. Each year
every employee will have a performance review with his or her supervisor.
During that review, significant performance events that occurred
throughout the year will be discussed.
The overall performance rating will influence any wage/salary
adjustments. Through individual performance and by increasing job
responsibilities and moving to higher level jobs, you can have significant
impact on your pay. As the variables affecting pay are not under
the Company's control, it may also be necessary to freeze or adjust
salaries or salary ranges downward.
E-mail Policy and Other Communications
The company has established a policy with regard to access and disclosure
of electronic mail and other communication messages created, sent
or received by company employees using the company's electronic
mail system and other resources. For the purpose of this policy,
other communication resources include: telephone, facsimile, and
the Internet.
The company intends to honor the policies set forth below, but must
reserve the right to change them at any time as may be required
under the circumstances.
The company maintains an electronic mail system and other communications
resources. This system is provided by the company to assist in the
conduct of business within the company.
The electronic mail and Internet system, telephone system and facsimile
machines are company property. Additionally, all messages and files
composed, sent, or received on these systems are and remain the
property of the company. They are not the private property of any
employee. "Company name" monitors the use of such tools through
the telephone bills as well as through the computer logs. Violators
of this policy will be subject to disciplinary action up to and
including termination.
The use of the electronic mail and other communication systems is
reserved solely for the conduct of business at the company. It may
not be used for personal business. This includes the use of the
Company's "800" numbers. They are to be given only to customers
for use in conducting business with "Company name." On occasion,
you may make arrangements with your supervisor to access the Internet
outside of your scheduled work time. In such case, you are responsible
for the content of such information. Its content should not fall
outside of this policy.
The electronic mail system may not be used to solicit or persuade
for commercial ventures, religious or political causes, outside
organizations, or other non-job-related solicitations. This includes,
but is not limited to buying and selling personal items using the
Company's e-mail or other communication systems.
The electronic mail system is not to be used to create any offensive
or disruptive messages. Among those which are considered offensive,
are any messages which contain sexual implications, racial slurs,
gender-specific comments, or any other comment that offensively
addresses someone's age, sexual orientation, religious or political
beliefs, national origin, or disability. Such action may result
in immediate termination.
The electronic mail and Internet system shall not be used to send
(upload) or receive (download) copyrighted materials, trade secrets,
proprietary financial information, or similar materials without
prior authorization. The 1986 Electronic Communications Privacy
Act allows employers to monitor employees via telephone or an electronic
mail system. The company reserves and intends to exercise this right
to review, audit, intercept, access and disclose any messages created,
received or sent over these systems for any purpose. The contents
of electronic mail properly obtained for legitimate business purposes
may be disclosed within the company without the permission of the
employee.
The confidentiality of any message should not be assumed. Even when
a message is erased, it is still possible to retrieve that message.
Further, the use of passwords for security does not guarantee confidentiality.
All passwords must be disclosed to the company when requested or
they will be made invalid and cannot be used. Notwithstanding the
company's right to retrieve and read any electronic mail messages,
such messages should be treated as confidential by other employees
and accessed only by the intended recipient. Employees are not authorized
to retrieve or read any e-mail messages that are not sent to them.
Any exception to this policy must receive prior approval by the
employer.
Employees shall not use a code, access a file, or retrieve any stored
information, unless authorized to do so. Employees should not attempt
to gain access to another employee's messages without the latter's
permission. Any employee who discovers a violation of this policy
shall notify their manager. Any employee who violates this policy
or uses the company's communication systems for improper purposes
shall be subject to discipline, up to and including discharge.
You will be asked to sign an Acknowledgment Form signifying your
agreement with this policy.
Thomas Kallman is President of TMK Risk Management Inc dba Kallman
Insurance Agency at PO Box 266736, Weston, Florida 33326. Phone
954-389-5897. Visit the website at www.tmkrisk.com. Your questions are always
welcome.
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