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The Legal Stuff

Standards of Conduct


Each employee has an obligation to observe and follow the company’s policies and to maintain proper standards of conduct at all times. If an individual’s behavior interferes with the orderly and efficient operation of a department, corrective disciplinary measures will be taken.

Disciplinary action may include a verbal warning, written warning, suspension and/or discharge. The appropriate disciplinary action imposed will be deter- mined by the company. The company does not guarantee one form of action will necessarily precede another.

The following may result in disciplinary action, up to and including discharge: violation of the company’s policies or safety rules; insubordination; unauthorized or illegal possession, use or sale of alcohol or controlled substances on work premises or during working hours, while engaged in company activities or in company vehicles; unauthorized possession, use or sale of weapons, firearms or explosives on work premises; theft or dishonesty; physical harassment; sexual harassment; disrespect toward fellow employees, visitors or other members of the public; performing outside work or use of company proper- ty, equipment or facilities in connection with outside work while on company time; poor attendance or poor performance. These examples are not all inclusive. We emphasize discharge decisions will be based on an assessment of all relevant factors.

Nothing in this policy is designed to modify our employment-at-will policy.

Internet Usage 


As a growing company, we recognize the need to stay on the cutting edge of technology. Email and internet usage is intended for business purposes only. Our company’s policies against sexual and other types of harassment apply fully to Internet usage. Violations of those policies are not permitted and may result in disciplinary action, up to and including discharge. Therefore, employees are also prohibited from displaying, transmitting and/or downloading sexually-explicit images, messages, ethnic slurs, racial epithets or anything which could be construed as harassment or disparaging to others.

Consistent with applicable federal and state law, the time you spend on the Internet may be tracked through activity logs for business purposes. All abnormal usage will be investigated thoroughly. Employees learning of any misuse of the Internet shall notify the partners. Violation of this policy may result in disciplinary action, up to and including discharge.

Employees shall not use unauthorized codes or passwords to gain access to others’ files. All e-mail passwords must be made available to the company at all times. Please notify a partner if you need to change your password. Violation of this policy may result in disciplinary action, up to and including discharge.

For business purposes, the partners reserve the right to enter, search and/or monitor the private company e-mail system and the files/transmission of any employee without advance notice and consistent with applicable state and federal laws.

Equal Employment Opportunity 


Our company is committed to equal employment opportunity. We will not dis- criminate against employees or applicants for employment on any legally-recognized basis including, but not limited to, veteran status.

In addition, race, creed, color, national origin, ancestry, age, pregnancy, marital status, affectional or sexual orientation, genetic information, sex, atypical hereditary cellular or blood trait, nationality, refusing to submit to a genetic test or make available the results of a genetic test to an employer and handicap are protected classes in New Jersey.

You may discuss equal employment opportunity related questions with a partner.

Categories of Employment 


FULL-TIME SALARY EMPLOYEES regularly work a 40 hour workweek.
FULL-TIME HOURLY EMPLOYEES regularly work a 40 hour workweek.
PART-TIME EMPLOYEES work less than 40 hours each week.
SEASONAL EMPLOYEES perform a job for a specified time, normally less than one year.
PER DIEM EMPLOYEES do not work regularly scheduled hours, but are called in to work on an as-needed basis.

In addition to the preceding, employees are also categorized as “exempt” or “non-ex- empt.”

NON-EXEMPT EMPLOYEES are entitled to overtime pay as required by applicable federal and state law.

EXEMPT EMPLOYEES Pursuant to applicable federal and state laws, exempt employees are not entitled to overtime pay, and are not subject to certain deductions to their weekly salary under the company’s policies.

Immigration Reform And Control Act


In compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), as amended, our company is committed to employing only individuals who are authorized to work in the United States.

Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establish- ing identity and employment eligibility. You will find this form at the end of this handbook; please complete and return it to the Operations Manager.

If an employee is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of the period to remain employed by the company.

Non-Harassment 


We prohibit harassment of one employee by another employee, supervisor or third party for any reason including, but not limited to, veteran status. Harassment of third parties by our employees is also prohibited.

In addition, race, creed, color, national origin, ancestry, age, pregnancy, marital status, affectional or sexual orientation, genetic information, sex, atypical hereditary cellular or blood trait, nationality, refusing to submit to a genetic test or make available the results of a genetic test to an employer and handicap are protected classes in New Jersey.

The purpose of this policy is not to regulate the personal morality of employees. It is to assure in the workplace, no employee harasses another for any reason.

While it is not easy to define precisely what harassment is, it includes: slurs, epithets, threats, derogatory comments or visual depictions, unwelcome jokes and teasing.

Any employee who feels (s)he is a victim of such harassment should immediately report the matter to a partner. The company will investigate all such reports as confidentially as possible. Adverse action will not be taken against an employee because he or she, in good faith, reports or participates in the investigation of a violation of this policy. Violations of this policy are not permitted and may result in disciplinary action, up to and including discharge.

Sexual Harrassment


Sexual harassment of one employee by another employee, supervisor or third party is against company policy and is unlawful under state and federal law.

We firmly prohibit sexual harassment of any employee by another employee, supervisor or third party. Harassment of third parties by our employees is also prohibited. The purpose of this policy is not to regulate the morality of employees. It is to assure in the workplace, no employee is subject to sexual harassment. While it is not easy to define precisely what sexual harassment is, it includes: unwelcome sexual advances, requests for sexual favors and/or verbal or physical conduct of a sexual nature including, but not limited to: sexually-re- lated drawings, pictures, jokes, teasing, uninvited touching or other sexually-re- lated comments.

Sexual harassment of an employee will not be tolerated. Violations of this policy may result in disciplinary action, up to and including discharge. There will be no adverse action taken against employees who, in good faith, report violations of this policy or participate in the investigation of such violations.

Any employee who feels (s)he is a victim of sexual harassment should immediately report such actions in accordance with the following procedure. All com- plaints will be promptly and thoroughly investigated.

1. Any employee who believes (s)he is a victim of sexual harassment or retaliated against for complaining of sexual harassment, should report the act immediately to a partner.

2. The company will investigate every reported incident immediately. Any employee, supervisor or agent of the company who has been found to have violated this policy may be subject to appropriate disciplinary action, up to and including immediate discharge.

3. The company will conduct all investigations in a discreet manner. The company recognizes every investigation requires a determination based on all the facts in the matter. We also recognize the serious impact a false accusation can have. We trust employees will continue to act responsibly.

4.The reporting employee and any employee participating in any investigation under this policy have the company’s assurance no reprisals will be taken as a result of a sexual harassment complaint. It is our policy to encourage discussion of the matter, to help protect others from being subjected to similar inappropriate behavior.

Safety In The Workplace


Safety can only be achieved through teamwork at our company. Each employee, supervisor and manager must practice safety awareness by thinking defensively, anticipating unsafe situations and reporting unsafe conditions immediately.

Please observe the following precautions:

1. Notify your supervisor of any emergency situation. If you are injured or become sick at work, no matter how slightly, you must inform an owner immediately.

2. The unauthorized use of alcoholic beverages or illegal substances during working hours is forbidden.

3. Smoking is not permitted in the building. There are designated smoking areas outside.

4. Use, adjust and repair machines and equipment only if you are trained and qualified.

5. Get help when lifting or pushing heavy objects.

6. Understand your job fully and follow instructions. If you are not sure of the safe procedure, don’t guess, just ask .an owner.

7. Know the locations, contents and use of first aid and firefighting equip- ment.

8. Wear personal protective equipment in accordance with the job you are performing.

A violation of a safety precaution is in itself an unsafe act. A violation may lead to disciplinary action, up to and including discharge.

Workplace Searches


To protect the property and to ensure the safety of all employees, clients and the company, the company reserves the right to conduct personal searches consistent with state law, and to inspect any packages, parcels, purses, handbags, brief cases, lunch boxes or any other possessions or articles carried to and from the company’s property. In addition, the company reserves the right to search any employee’s office, desk, files, lockers, equipment or any other area or article on our premises. In this regard, it should be noted all offices, desks, files, lockers, equipment, etc. are the property of the company, and are issued for the use of employees only during their employment. Inspection may be conducted at any time at the discretion of the company.

Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted to enter the premises. Employees working on or entering or leaving the premises who refuse to cooperate in an inspection, as well as employees who after the inspection are believed to be in possession of stolen property or illegal drugs, will be subject to disciplinary action, up to and including discharge, if upon investigation they are found to be in violation of the company’s security procedures or any other company rules and regulations.