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BurczakPaving
Company,Inc
Employee
Manual
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INDEX
401 (k) RETIREMENT SAVINGS PLAN --------------------------45
ABOUT THE HANDBOOK-------------------------------------------------6
ACCESS CONTROL ---------------------------------------------------------39
ACCOMMODATING THE DISABLED--------------------------------25
ATTENDANCE AND PUNCTUALITY--------------------------------16
CELLULAR PHONES-------------------------------------------------------21
CUSTOMER/VISITOR ACCIDENTS----------------------------------42
CUSTOMER/VISITOR COMPLAINTS-------------------------------43
COBRA RIGHTS -------------------------------------------------------------45
CODES OF CONDUCT-----------------------------------------------------28
COMMUNICATION PRACTICES--------------------------------------21
COMPANY TELEPHONES-----------------------------------------------21
CONDITIONS OF USE-----------------------------------------------------36
CONFIDENTIALITY ---------------------------------------------------------33
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CRIMINAL PROSECUTION----------------------------------------------33
DISCHARGE--------------------------------------------------------------------20
DISCRIMINATION COMPLAINTS------------------------------------26
DONATIONS TO CHARITIES AND CLUBS----------------------40
DRESS/APPEARANCE STANDARDS--------------------------------12
DRUG FREE WORKPLACE POLICY---------------------------------24
EMERGENCY AND OFFICE SHUTDOWN------------------------44
EMPLOYEE ACCIDENTS-------------------------------------------------42
EMPLOYEE PRIVACY------------------------------------------------------19
EMPLOYEE BENEFITS---------------------------------------------------44
EMPLOYMENT CLASSIFICATION ----------------------------------11
EMPLOYMENT ELIGIBILTY----------------------------------------------9
EMPLOYMENT NOTICES------------------------------------------------10
EMPLOYMENT OF RELATIVES
AND FRATERNIZATION POLICY ----------------------------------40
EQUAL EMPLOYMENT OPPORTUNITY ----------------------------8
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FIRE --------------------------------------------------------------------------------43
GENERAL PRINCIPLES -------------------------------------------------35
GRIEVANCE POLICY-------------------------------------------------------25
GROUP BENEFIT PROGRAMS---------------------------------------45
HARASSMENT-----------------------------------------------------------------23
HEALTH INSURANCE-----------------------------------------------------44
HOLIDAYS-----------------------------------------------------------------------13
HOUSEKEEPING-------------------------------------------------------------41
INTERNET ACCESS--------------------------------------------------------35
INTRODUCTION---------------------------------------------------------------6
JOB DESCRIPTIONS-------------------------------------------------------12
LEAVE OF ABSENCE POLICY-----------------------------------------46
LEGAL STATUS OF HANDBOOK------------------------------------55
LUNCH HOUR AND BREAKS ------------------------------------------13
MANAGEMENT----------------------------------------------------------------8
MEDICAL PRIVACY---------------------------------------------------------19
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MEDICAL RELEASE---------------------------------------------------------19
OUTSIDE EMPLOYMENT--------------------------------------------------9
OVERTIME POLICY---------------------------------------------------------14
PAY PERIODS -----------------------------------------------------------------14
PERFORMANCE EVALUATIONS------------------------------------16
PERSONNEL RECORDS -------------------------------------------------17
PERSONNEL RECORDS
/CHANGE OF STATUS----------------------------------------------------18
PREGNANCY DISCRIMINATION-------------------------------------27
PREMIUM PAY---------------------------------------------------------------14
PROCEDURES-----------------------------------------------------------------20
PROPERTY/VEHICLES----------------------------------------------------35
RESIGNATION----------------------------------------------------------------19
SAFETY---------------------------------------------------------------------------41
SEXUAL HARASSMENT -------------------------------------------------22
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SMOKING-----------------------------------------------------------------------40
SOLICITATIONS-------------------------------------------------------------41
STAFF LEVEL GUIDELINES--------------------------------------------54
SUMMARY-----------------------------------------------------------------------55
TERMINOLOGY-----------------------------------------------------------------7
THIRD PARTY REPRESENTATON-----------------------------------28
TIME REPORTS--------------------------------------------------------------15
VACATIONS-------------------------------------------------------------------13
WHISTLE BLOWER·S LAW----------------------------------------------27
WORK ASSIGNMENTS---------------------------------------------------20
WORK WEEK ------------------------------------------------------------------13
WORKING HOURS----------------------------------------------------------13
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INTRODUCTION
Welcome to Burczak Paving Company, Inc. Whether you
are an existing employee or have just joined us, wewant you to know that we are pleased that you have
decided to join us. We recognize that we cannot reach
our goals and objectives without competent and
dedicated employees.
We are a company committed to achieving excellence.
We believe strongly that the achievement of these goals
is dependent upon maintaining the excellent employees
and providing a supportive environment that the
company provides for them.
We wish you the best of luck and success in your
position and hope that your employment relationship
with Burczak Paving Company, Inc. will be a rewarding
experience.
About the Handbook
It is your responsibility to review the policies within this
book and ask whatever questions are necessary for
complete understanding. It will acquaint you with the
company, rules, guidelines and policies affecting your
employment. Since it is impossible to anticipate everysituation that could arise the handbook highlights the
company·s general policies, practices and benefits. If
you do not understand them, you should consult
RUSSELL BURCZAK with questions or concerns.
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The employment handbook has been created without
bias toward the employee, Burczak Paving Company,
Inc. or any group of employees. This employee
handbook applies to all new and existing employees.
You have been provided with your own personal copy of
the employee handbook. As soon as possible, please
take a moment to review it. Refer to it whenever you
have questions about a policy, practice or benefit. The
policies are effective immediately, and you are
expected to know and comply with them. We ask that
you sign the handbook receipt acknowledgement at theend of the handbook after, and give it to BRENDA
DENOTE for your personnel files. Upon termination or
resignation of your employment, you will be asked to
return this handbook.
Terminology
The following definitions explain some of the words andterms this handbook uses. The definitions apply unless
the context plainly requires a different meaning.
The terms ´the employer,µ ´the Company,µ ´we,µ or any
other first-person terms are used in this Handbook to
mean Burczak Paving Company, Inc. The terms
´employees,µ µpersonnel,µ µworker,µ µyou,µ or any
second-person terms are used in this Handbook to
mean persons employed by the Company, unless
otherwise specified.
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Management
The CEO, RUSSELL BURCZAK is responsible for
implementing and monitoring said policies and
procedures as outlined in this manual. It is our policy to
employ qualified workers with outstanding talent and
exemplary character and to provide a climate for
growth in technical competence.
Equal Employment Opportunity
It is the Company·s policy to maintain employmentpractices that conform to the spirit and letter of the
laws regarding Equal Employment Opportunity. The
Company will recruit and employ the most qualified
personnel without regard to race, religion, color
national origin, age, disability, or gender as required by
Federal Law. The Company will also conform to all
State or other applicable laws that protect different
groups. Equal Employment Opportunity is a legal, socialand economic responsibility requiring a strong
commitment to nondiscriminatory employment
practices in the areas of recruiting, hiring, promotion,
training, compensation, benefits, disability
accommodation and termination. The management of
the Company deeply believes that the practices of
Equal Employment Opportunity is not only our legal
obligation, but is the right thing to do. As a result, we
insist that all employees faithfully adhere to this policy.
The concept of Equal Employment is understood and
practiced throughout the Company. Management and
non-management employees who engage in unlawful
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discriminatory actions against their subordinates, co-
workers, or customers are subject to discipline,
including discharge.
Employment Eligibility
The Company is committed to upholding the guidelines
as set forth by the Immigration Reform and Control Act
of 1986. In that regard, within three business days of
employment, an employee is required by law of the
United States to submit applicable documents verifying
the legal right to work or receipt of an application for citizenship or other applicable documents. These
should be submitted to BRENDA DENOTE.
In that regard, all employment offers are contingent
upon verification of identity and authorization to work in
the United States. Failure to provide the necessary
documents will disqualify the individual from further
employment.
Outside Employment
The Company strongly discourages employment outside
of Burczak Paving Company, Inc. To be fair to everyone,
a position outside of Burczak Paving Company, Inc. has
to be contingent upon the employee·s first meeting the
demands of his/her job. Outside employment must not
conflict with the interests, policies, or procedures of
the Company, either directly or indirectly. If it creates a
conflict, it will be prohibited and may result in discipline
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or termination. Prohibited outside employment for all
employees include:
1. Performing services for or acting as an agent,
officer, employee, director, consultant, partner, or
shareholder of the Company without prior
approval from the CEO, RUSSELL BURCZAK.
2. Performing services for or acting as an agent,
officer, employee, director, consultant, partner, or
shareholder for any business entity similar to the
Company.
3. Receiving personal income or material gain fromoutside individuals or companies on the Burczak
Paving Company, Inc. premises, using the
Company·s property or equipment, or while
performing services on behalf of the Company.
4. Promoting a personal business at any time during
work hours, while using the Company·s property,
cell phones, or equipment, while on the
Company·s or customer·s premises, or at any timewhen representing the Company.
5. Using the Company·s name as part of any outside
promotional campaign or other business endeavor
without express knowledge and approval of the
CEO.
Employment Notices
Federal, State, and Local laws require that Burczak
Paving Company, Inc. post legal notices informing
you about your employee rights. The Company posts
the required notices in areas frequently observed by
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employees. Every employee is responsible for reading
the notices. If accommodation is needed to read the
notices, please inform your supervisor.
Employment Classification
It is the policy of Burczak Paving Company, Inc. to
classify employees as exempt or non-exempt for the
purposes of compensation. In addition, the Company
may supplement the regular workforce, as needed,
with other employees.
As an employee you are classified as either exempt
or non-exempt, depending on your job responsibilities
and the guidelines set forth by the Fair Labor
Standards Act. Exempt means that hours worked are
not subject to overtime remuneration. Non-exempt
means that you are subject to overtime pay. It is
Company policy that all non-exempt employees are to
be compensated for all time worked.
Employees generally may be categorized as follows:
- Full time employees with benefits (full time is
defined as 30 hours per week perceived to work
52 weeks per year)
Full-time status is not a guarantee of any number of
work hours in a work week. In all cases, work hours are
dictated by the current prevailing business conditions
and the employer·s discretion.
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Job Descriptions
Each employee will receive a detailed copy of his/her
job description. It is provided on the first day of
employment by your supervisor.
Dress/Appearance Standards
A clean and neat appearance is the image expected of
all employees of Burczak Paving Company, Inc. Faddish,
gaudy, and immodest clothing, clothing that is frayed
worn or torn, is not permitted. Clothing bearing logos(except trademarks) or other advertising material is not
permitted unless furnished by the Company and the
employee has been instructed to wear the clothing by
the Company. Employees are required to wear safe,
suitable clothing for their job responsibilities and
duties. Workers on the job sites can·t wear shots,
sleeveless shirts, or leather work boots. Office personal
can·t wear shorts, spaghetti strap shirts, or leather work boots.
If any employee reports to work in inappropriate attire,
the Company may ask such employee to return home to
change clothes. Repeat offenders may be subject to
other disciplinary actions.
Working Hours
Normal business hours for the office are from 7:00 am
to 4:30 pm, Monday through Friday. Work crews vary
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due to scheduling. Periodically at the discretion of the
CEO the company may close for all or part of a day.
Work Week
The work week runs from 12:01 am Thursday through
the following Wednesday at 11:59 pm.
Lunch Hour Breaks
Tennessee State Law requires that each employee
scheduled to work six (6) consecutive hours must havea thirty (30) minute meal or rest period except in
workplace environments that by their nature or
business provides for ample opportunity to rest or take
an appropriate break. The Company allows (30) minutes
for lunch and two (15) minute breaks during an eight (8)
hour period.
Vacations
Burczak Paving Company does not offer paid vacations
at this time.
Holidays
The following holidays are observed by the Company:
New Year·s Day, Memorial Day, Fourth Of July, Labor
Day, Thanksgiving, Christmas Eve, and Christmas Day.
Hourly employees will not be paid for these holidays.
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Pay Periods
All employees will be paid on Friday. If a pay period
should fall on a holiday, the employees will be paid on
the last working day prior to the holiday. Hourly
employee pay is computed one day prior to the holiday.
The skipped day will be added to the next week·s pay
period. To remain in compliance with the state law,
should an employee be terminated, laid off, or resign
his/her position, his/her paycheck will be paid in full the
next regular payday, not to exceed 21 days from the
day of discharge or termination.
Premium Pay
Any employee that works between 10:00 p.m. thru 6:00
a.m. on Friday, Saturday, or Sunday will receive
Premium Pay. An employee who works on Thanksgiving,
Christmas, New Years, or Easter will receive Premium
Pay. Premium Pay is one and one half time·s theemployees· regular pay.
Overtime Policy
Overtime is paid when a non-exempt employee works
more than 40 hours in any one normal work week,
unless Federal, State and/or Local Law requires another
method of determining overtime hours. Overtime is paid
at one-and-one half of the regular rate of pay. In
accordance with Federal, State and/or Local
regulations, only hours actually worked are eligible for
overtime pay. Compensation for time not actually
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worked (I.E. sick days, holidays, ETC.) are not eligible
overtime pay. We are not authorized under Federal Law
to give comp time but must give monetary overtime
compensation.
1. Out-of-town travel is part of a Burczak Paving
Company, Inc. employee·s job description and
efforts are made to distribute the burden among all
employees. Should there be a pressing reason why
an employee cannot travel; it must be brought to
your supervisor promptly who will report that
information promptly to Russell Burczak.2. Any fines imposed in connection with the operation
of a vehicle while on business will be the sole
responsibility of the employee.
Time Reports
Timesheets should be submitted on the form provided,
which is located at the back door in the box of themain office; they are to be filled out and turned in
every day. The Company reserves the right to withhold
pay or terminate an employee who habitually does not
fill out time sheets.
Every person in the Company is required to keep an
accurate record of daily time. Time is kept in the
minimum units of 15 minutes. All time incurred on
customer matters should be charged to the correct
job.
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Attendance and Punctuality
Job attendance and punctuality are important parts of
your job and can affect your performance record.
Excessive absenteeism and lateness places a burden
on your co-workers. An employee who must be absent
or late for any reason must personally call his/her
supervisor at least one hour before starting time.
Non-exempt employees are not paid for time not
worked. Therefore, arriving late to work, leaving early,
or any unauthorized time away from the job will bewithout pay. Any employee who fails to report to work
without notification will be considered to have
voluntarily terminated his/her employment effective at
5:00 pm of the first day of absence. In case of an
emergency or extraordinary circumstance, the
Company reserves the right to make allowances.
The Company requests that all personal appointmentsbe scheduled after work whenever possible. If it is
necessary to schedule an appointment during work
hours, it is absolutely necessary that 24 hour advance
approval be given by the job supervisor.
Performance Evaluations
The Company believes that performance evaluation is
a way to understand performance expectations. Your
first review will be conducted as soon as possible
after the completion of the training period. This is also
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applicable for any rehire, or an employee who has
been promoted.
Employees are evaluated on the basis of their work
behavior and performance, which may include
attendance, punctuality, quality of work and ability to
follow policies and procedures. Most importantly,
employees are evaluated on their demonstrated ability
to provide customer service in accordance with
professional standards and guidelines. Your
evaluation will be conducted by your supervisor.
A formal evaluation is useful for several purposes:
1. It communicates progress toward goals and future
expectations.
2. It provides a setting for discussion of job objectives
and needs.
3. It becomes a part of the written assessment of the
Company to further identify strengths and needs. Itenables goals, objectives, and standards to be
mutually agreed upon communicated for the next
year.
Performance evaluations may be conducted as often
as necessary throughout the year.
Personnel Records
Your employment record begins with your employment
application and is kept in a permanent confidential
file. Your personnel file contains records related to
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your employment, such as your application for
employment, performance evaluations, counseling
forms, and records related to disciplinary actions, as
well as payroll transmittals recording changes in
positions held or rates of pay. These files are the sole
and exclusive property of the Company. All records of
both current and terminated employees will be
maintained in confidence to the extent possible. All
requests for employment verification should be made
to the office manager. The Company will disclose
positions held, and dates of employment to persons
requesting employment reference information. Noother information will be released to any person or
organization without the employees· written
authorization and signed release of liability. The
Company retains the right to deny any such request,
even with a signed release, if deemed necessary.
Personnel Records/Change of Status
It is important that your personnel record be kept up
to date. This is necessary to assist us in the case of
emergency, to make proper tax calculations, and to
assure proper insurance coverage, where it applies.
Any time you have a change in personnel data, report
it to the office manager.
Employee Privacy
It is the Company·s goal to respect the individual
privacy of its employees and, at the same time,
maintain a safe and secure workplace. When issues of
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safety and security arise, you may be requested to
cooperate with an investigation.
Medical Privacy
The Company will comply with HIPPA Privacy Rule to
protect an individual·s medical records and personal
health information.
Medical Release
If you are absent more than three consecutive daysdue to illness, accident or injury, or if you sustain a
work related injury for which you have obtained
professional medical treatment, you must contact
your supervisor. You will be required to provide a
signed physician·s statement, stating the nature of the
illness, or injury, and a release to return to work
before you can actively return to your job.
Resignation
The Company asks that any employee resigning a
position give at least a two week·s notice and a letter
of resignation to RUSSELL BURCZAK. The letter of
resignation should name (1) the position from which
he/she is resigning, (2) reason(s) for the resignation,
and (3) the date of the last day of work with their
Company. Final pay will be paid no later than the next
regular pay day following the resignation, not to
exceed 21 days from the date of resignation,
whichever comes last. The Company reserves the
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right to immediately terminate an employee when two
weeks· notice is given.
Discharge
If discharged, the Company will pay final wages at the
time of termination.
Procedures
You have been selected to maintain and enhance the
Company·s tradition of excellence. We strive toprovide effective training, management support,
benefits, and a pleasant and safe work environment.
In turn, we ask that you consistently bring an attitude
that demonstrates energy, enthusiasm and a concern
for developing customer loyalty, to contribute to our
success.
Work Assignments
Work assignments are the responsibility of the
supervisor to whom an employee reports. In case of
work outside the office, the supervisor to whom you
report has ultimate responsibility. Whenever possible,
advance notice of new assignments will be given,
especially when out-of-town travel is expected. Once
a job begins the employee reports directly to the
supervisor in charge.
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Company Telephones
Telephones are provided for business use. Personal
telephone calls are to be made during lunch or break
periods, with the exception of emergencies. Friends
and family should be discouraged from calling. Use of
the telephone to make long distance calls of a
personal nature is prohibited.
Cellular Phones
We will reimburse for business use of personal cellphones when those calls result in additional charges
on a personal cell phone bill. Personal text messaging
during business hours is prohibited. Personal phone
calls are prohibited unless family emergency or during
lunch break.
Communication Practices
The Company is committed to maintaining a positive
and pleasant environment in which to work and
believes in a concerted effort to promote an open door
policy. Simply stated, we promote the attitude that
anyone, regardless of job title, is accessible to anyone
else if there is a business necessity. It is important to
emphasize that open communication is most effective
concern for developing customer loyalty will
contribute to our success.
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You are encouraged to see the supervisor to whom
you report with suggestions, questions, or concerns
relating to your position.
POLICIES
Sexual Harassment
It is the Company·s policy that all employees are
responsible for assuring that the workplace is free
from harassment, including sexual harassment.
Sexual harassment is defined as any unwelcome
sexual advances or requests for sexual favors or any
conduct of a sexual nature when:
1. Submission to such conduct is made either
explicitly as a term or condition of an individual·s
employment.
2. Submission to or rejection of such conduct by anindividual.
3. Such conduct has the purpose or effect of
substantially interference with an individual·s work
performance or creating an intimidating, hostile, or
offensive working environment.
It is very serious breach of policy for any employee to
engage in any form of offensive or inappropriate
sexual behavior at work and any action or conduct
that could be reviewed as sexual harassment must
be avoided.
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Harassment
Harassment is defined as verbal or physical conduct
that denigrates or shows hostility toward an individual
because of his/her race, color, religious gender, national
origin, age, or disability, and that creates hostile or
offensive work environment, which unreasonably
interferes with an individual·s work performance.
Harassing conduct includes, but is not limited to, the
following: epithets, slurs, threatening, intimidating
hostile acts, as well as written or graphic material that
denigrates or shows hostility regarding theaforementioned protected categories. To this end, it is
very serious breach of policy for any employee to
engage in harassment based on another individual·s
race, religion, gender, national origin, age, or disability.
It is the policy of the Company to maintain a working
environment free from sexual and other forms of
harassment. Management and non-managementemployees who engage in unlawful harassment or
intimidation against their subordinates, co-workers, or
customers are subject to discipline, including
discharge. Complaints will be promptly handled without
retaliation, and privacy safeguards will be applied. If
you believe you have been subjected to harassment
and/or sexual harassment, or if you observe the
harassment of a co-worker, you should report this
conduct to the supervisor who will then promptly report
it to RUSSELL BURCZAK or to CHARLES ALLISON.
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Drug Free Workplace Policy
As a result of its responsibilities to its employees and
customers to maintain a safe and healthy workplace,
Burczak Paving Company, Inc. has an obligation to
ensure that illegal drug and alcohol use are kept out of
the workplace and is responsible to provide a
workplace free of possible injuries inflicted by
employees under the influence of drugs or alcohol.
1. Employees are expected to be in suitable mental
and physical condition at work, performing their job satisfactorily and behaving properly.
2. Employees who are under the influence or who use,
purchase, sell, or possess alcohol, illegal drugs,
controlled substances, or associated
paraphernalia, while on the job or on Company
property, are subject to immediate discharge. The
same applies to employees who become
intoxicated at a Company function.3. Employees who are taking an over-the-counter
medication, or who are undergoing prescribed
medical treatment with a controlled substance and
who are not able to perform their job satisfactorily,
should request a leave of absence. If you believe
you are able to work while taking the over-the-
counter or prescribed medication, you must report
its use and side effects to the supervisor who will
then promptly report it to RUSSELL BURCZAK or to
CHARLES ALLISON. The Company views any
violation of this policy as a very serious offense.
Discipline may include termination.
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Burczak Paving Company, Inc. is a Drug Free
Workplace. Therefore, upon pre-employment you will be
subject to a drug screen. We do have a drug/alcohol
policy and have random drug screens throughout the
year.
Grievance Policy
We recognize the need an employee may have when a
breakdown of communication exists between an
employee and his/her supervisor. If you have a concern,policy dictates that you discuss it with them first,
whenever possible. Should you not feel comfortable
doing so, you may contact RUSSELL BURCZAK.
Accommodating the Disabled
We believe that employment at the Company should be
open and accessible to all individuals. Therefore, it ispolicy to comply with Federal, and State Laws
concerning the employment of the disabled.
Accordingly, the Company will not discriminate against
any qualified individual because of a disability, with
regard to application, hiring, advancement, discharge,
compensation, benefits, training, or other terms,
conditions, and privileges of employment. ´Disabilityµ
means a physical or mental impairment that
substantially limits one or more of the major life
activities of an individual. If a person is not able to
perform essential functions of the job, even with
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reasonable accommodation, then that person is not
qualified for the position.
The Company will reasonably accommodate qualified
disabled individuals so that he/she can perform the
essential functions of the job, and evaluate the
requests, the reasonableness of the requested
accommodation, along with other alternatives. Benefits
provided to qualified disabled employees are no
different from the benefits provided to other employees.
Individuals who are currently disabled, or who becomedisabled in the future, and desire some form of
accommodation, should contact their supervisor who
will then promptly report it to RUSSELL BURCZAK or
CHARLES ALLISON. Employees who are on disability
leave, whether work related or not, should also contact
the supervisor when they are released to work to
request an accommodation due to a disability.
Discrimination Complaints
The Company firmly supports Equal Employment
Opportunity, and is strongly opposed to sexual
harassment and other forms of unlawful harassment or
unlawful discrimination. Therefore, to ensure prompt
action, any employee who has a complaint of
discrimination, retaliation, sexual harassment or other
forms of harassment at work, by anyone including a
team member in a supervisory position, co-workers,
visitors, or customers, you must bring the problem to
the supervisor for resolution. If the discrimination
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should involve the supervisor to you directly report to,
the employee should then contact Russell Burczak.
Complaints will be promptly handled without retaliation,
and privacy safeguards will be applied in handling
complaints of discrimination, sexual harassment, or
other forms of harassment. The Company will take
prompt, appropriate remedial action, including
discipline measures when justified, to remedy all
violations of its sexual harassment and Equal
Employment Opportunity policies. Individuals found to
have violated any of the Company·s Equal Employment
Opportunity policies will be subject to discipline,including termination.
Pregnancy Discrimination
The Company firmly supports the discrimination law
that prohibits an employer from discriminating against a
pregnant employee.
Whistle Blower·s Law
Under the Tennessee ´Whistle Blower·s Lawµ, the
employer may not take any reprisal against an
employee who advises the employer that the business
is in violation of law, or the employee objects to or
refuses to participate in an employee action in violation
of law.
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Third Party Representation
The Company is constantly working to improve
procedures and policies to make our environment the
best that it can be. It is our sincere desire to treat all
our employees consistently, with respect and trust on
both sides. In some Companies, employees feel that
their interests would not be considered without the help
of third party representation. However, it is our goal to
always have the interest of our employees and we are
always open to any idea and suggestion. It is our belief
that the presence of an outside third party would onlymake it more difficult to work together.
Codes of Conduct
The firm recognizes that certain standards of
performance and conduct must be maintained, in order
to provide the excellent quality of service that our
customers have come to expect and to hold our tradition of excellence, we have established codes of
conduct.
Burczak Paving Company, Inc. requires that every
employee, regardless of position, is treated with
respect and in a fair and just manner. You are expected
to conform to common and accepted standards of
behavior and job performance, as well as to formal
rules. It is impossible to lists all acts of misconduct, so
it must be understood that written rules cannot be all-
inclusive. Consequently, the Company reserves the
right to discipline any behavior, whether or not it is
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reduced to writing, that in the view of management
adversely affects the Company and is contrary to good
business practices. It is the policy of the Company that
any conduct that, in its view, interferes with the public
image of the Company is grounds for disciplinary action
ranging from counseling to immediate discharge.
The Codes of Conduct apply equally to everyone and
may be implemented at any stage as determined to be
appropriate. Nothing contained in these Codes of
Conduct should be construed to be a contract or to
alter the at will employment status of every employee.The Company continually updates and reviews its
policies and accordingly, is subject to change, and may
be amended or deviated from at anytime the Company
considers it appropriate so as to respond to business
needs.
The following codes not only apply to violations at the
Company·s various offices, but are applicable andenforceable at any job site. Violations of any of the
following codes may result in disciplinary action being
taken, up to and including discharge:
1. Reporting to work at a customer·s place of
business under the influence of drugs or alcohol,
or using drugs or alcohol while on duty as
specified in the drug free workplace policy.
Also, possessing, receiving, selling, or
distributing medically unauthorized or illegal
drugs while at the Company.
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2. Theft, embezzlement, dishonesty, mishandling
of the Company·s funds or any fraudulent act.
Any unauthorized passion or removal, whether
actual or attempted, of the Company, a fellow
employee·s property, merchandise or funds, or
other forms of dishonesty.
3. Accepting pay time not worked, or for duties not
performed. Allowing unauthorized personnel to
perform any work or tasks while on the
Company·s property or on behalf of the Company
while off its property.
4. Possessing firearms, explosives or other dangerous weapons at the workplace.
5. Falsifying any record, providing false
information, or omitting required information on:
insurance claims, incident reports, time records,
employment applications, resumes, filing a
fraudulent worker·s compensation claim, or
other Company documents.
6. Deliberately damaging, defacing or misusingCompany property of others. Any act of
sabotage, including the destruction of computer
data or files.
7. Acts or threats of physical violence against
anyone, disorderly conduct, threatening,
intimidating, coercing or interfering with
employees or others, using profane language or
inappropriate gestures with employees,
members, or clients.
8. Immoral or indecent conduct or violation of any
law that may adversely affect the Company.
Conviction of DUI while operating a Company
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vehicle on Company business, or gambling on
Company premises or while on Company
business. Any action that discredits or results in
loss of goodwill toward the Company.
Interfacing with a customer in an inappropriate
or discourteous manner.
9. Failure to cooperate in any Company sanctioned
loss prevention/security investigation.
10. Failure to report for work without directly
notifying the supervisor to whom you report.
Absenteeism, reporting to work late, or being
absent without a valid reason. Falsely claimingsick leave or otherwise falsifying excuses of
absence. Malingering while on leave of absence.
11. Violation of the Company·s Equal Employment
Opportunity or harassment policies. Unlawful
discrimination in hiring, firing, paying, promoting,
transferring, or training any employee or
applicant. Engaging in discriminatory actions or
comments toward employees or customers.12. Unauthorized use, transmission, or release of
proprietary, confidential, or other Company or
customers information, including trade secrets,
to any Company or non-company person or
source, including the news media. Unauthorized
use, transmission, or release of confidential
Company information, including but not limited
to, computer records, customer lists, trade
secrets, etc.
13. Any negligent action that could or does result in
injury to self or others. Failure to adhere to the
Company·s safety program as well as Local,
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State, Federal, and OSHA safety regulations.
Failure to report a work-related injury when it
happens or failure to complete an incident report.
14. Soliciting, collecting funds, engaging in
propaganda or organizing activities, distributing
pamphlets or other reading material during work
time or in the workplace during work hours.
Posting notices or published articles on Company
bulletin boards or premises without authorization
from management.
15. Dereliction of duty or malfeasance. Sleeping on
the job.16. Insubordination, refusing, or failing to carry out
instructions of the supervisor that you directly
report to.
17. Failure to comply with Company policy as
outlined in this handbook or other publications.
18. Failure to adhere to Company dress codes or
grooming standards.
19. Lack of attention to job responsibilities or inattention to duties. Failure to follow prescribed
work procedures, meet established quality
standards, perform work in a satisfactory
manner, meet housekeeping and sanitation
responsibilities, or excessive socializing during
work hours or loafing.
20. Inability to get along with supervisors, co-
workers, or customers. Disruptive, intimidating or
disrespectful conduct, malicious gossip and/or
the spreading of rumors. Causing disharmony in
the work place.
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21. Improper or unauthorized use of the Company·s
possessions.
22. Any violation of the Company·s information use
policy regarding the use of the Company·s
computers, e-mail, and internet.
23. Working independently or directly for another
while on a personal leave or medical leave.
Criminal Prosecution
It is the Company·s policy to criminally prosecute any
individual suspected of having committed acts of dishonesty against the Company or one of their
customers, or who have engaged in illegal conduct on
Company and/or customer·s property or home.
Confidentiality
It is expected that you will keep confidential any
Company matter or information to which you haveaccess. Examples of such confidential information
include propriety information, trade secrets, and other
confidential information including but not limited to:
1. Customer names, addresses, telephone
numbers, computer files, directories or customer
data that would be in violation of the Company·s
Codes of Conduct.
2. Information regarding the Company·s files,
directories, future promotions, wage of
employees, benefits, personnel information and
medical records.
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3. Information regarding the Company·s legal
matters, such as contracts, legal claims, and
litigation.
It is against the Company·s policy for employees to
tape record meetings, discussions, personal, and
telephone conversations, records, documents or
other forms of communications in any format or by
any media, including video or voice or image digital,
without the knowledge of all parties concerned.
Employees may not discuss confidential matters or release confidential information to ANY outside party
without express knowledge and permission of the
CEO, RUSSELL BURCZAK or the CFO, CHARLES
ALLISON. Outside parties who insist on knowing
confidential information should be directed to the
CEO, or the CFO. If any question shall arise about
how to treat such information, treat it as confidential
until the CEO, or the CFO directs otherwise.
Employees shall not obtain customer files or
customer material unless such employee is currently
working on behalf of a customer, and has the need to
know the contents on order to adequately service the
customer·s needs. Divulging confidential information
to any customer, a Company employee or an outside
individual or source, is a violation of the Codes of
Conduct and is a subject to disciplinary action, as
well as, immediate dismissal.
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Property/Vehicles
The Company cannot be responsible for personal
belongings, cash or other valuables brought into the
workplace or to a customer·s place of business, or
vehicles parked on Company property or at a
customer·s place of business.
USAGE POLICY
Internet Access
Internet access is deemed to be a business tool
providing a source of information with the potential
for benefiting all areas of the Company and
enhancing customer service, customer retention, and
growth. Therefore, it is the policy of the Company
that management will approve internet access as
deemed appropriate and will determine what
components of the internet policy will be available (e-mail, world wide web, newsgroups, etc.) any
employee accessing the internet on Company
equipment or on a Company account should become
proficient in its capabilities, practice proper network
etiquette, and agree to the conditions and
requirements of this policy.
General Principles
Internet/intranet and e-mail privileges provided by
Burczak Paving Company, Inc. are considered
Company resources and are intended for business
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purposes only. Usage may be monitored for unusual
or unacceptable activity. Burczak Paving Company,
Inc. owns the e-mail system and information
transmitted and stored within it. Employees shall not
access personal e-mail accounts (such as hotmail)
through the web on Company computers. These e-
mails can include harmful attachments that are
invisible to the corporate antivirus software.
Employees should have no expectation of privacy or
confidentially in any of their e-mails. Employee e-
mails may be monitored for policy, security, and/or network management reasons from to time and are
subject to inspection at any time. Therefore, use of
confidentially disclosures should be used for all
internal or external e-mails.
The distribution of any information through the
internet, computer-based services, e-mail, and
messaging systems is subject to the scrutiny of theemployer. Burczak Paving Company, Inc. reserves the
right to determine the suitability of this information.
Conditions of Use
Users will not:
- Knowingly visit internet sites that contain
obscene, hateful, or other objectionable
materials, send or receive any material, whether
by e-mail, voice mail, memoranda or oral
conversation, that is obscene, defamatory,
harassing, intimidating, offensive, discriminatory,
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or which is intended to annoy, harass, or
intimidate another person.
- Generally, internet usage shall be confined to
business use only. Just by browsing certain web
sites, malicious software includes adware,
spyware, active components , and keystroke
loggers. These programs can capture keystrokes
(such as logon credentials, passwords, and social
security numbers) and transmit that information
outside the Company·s network to a third party.
Even known reputable web sites can be hackedand deliver malicious to software. Recreational
surfing must be done outside office hours and
must not introduce these risks to the Company.
- Use the internet or e-mail for illegal purposes.
- Open e-mail attachments ending in exe unless
authorized by management.
- Open e-mail attachments from unknown senders.
- Use the internet or e-mail for offensive or vulgar
messages such as messages that contain sexual
or racial comments or any messages that do not
conform to Burczak Paving Company, Inc. policies
against harassment and discrimination.
- Download any software or electronic files without
implementing virus protection measures that have
been approved by Burczak Paving Company, Inc.
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- Participate in unauthorized political or religious
activities.
- Make or post incident remarks, proposals, or
materials.
- Intentionally interfere with the normal operation
of the network, including the propagation of
computer viruses and sustained high volume
network traffic, which substantially hinders
others in their use if the network.
- Reveal or publicize confidential or proprietary
information which includes, but not limited to:
financial information, confidential customer
information, marketing strategies and plans,
databases and any information contained therein,
customer lists, computer software source codes,
computer/network access codes, and businessrelationships.
- Examine, change, or use another person·s files,
output, or user name for which they do not have
explicit authorization.
- Use Company equipment or other resources for
any purpose for any other than authorized by
management of Burczak Paving Company, Inc.
- Allow unauthorized persons to use Company
equipment for Company or personal use.
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- Share passwords with any other user.
- Waste time on non-Company business.
- Identify themselves in any way other than
honestly, accurately, and completely in
newsgroups, or when setting up accounts on
outside computer systems.
- Perform any other uses identified by Burczak
Paving Company, Inc.
Access Control
Only authorized Burczak Paving Company, Inc.
personnel shall have access to the Company·s pc.
Accessing the internet for any purpose other than
Burczak Paving Company, Inc. business use is strictly
prohibited.
Users who violate any of the guidelines set in the policy
may be subject to disciplinary action including written
warnings, revocation of access, privileges, and
termination. Burczak Paving Company, Inc. also retains
the right to report any illegal violations to the
appropriate authorities.
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General Policies
Smoking
Tennessee·s Non-smoker Protection Act., effective
October 1, 2007, prohibits smoking in all public places
in the State of Tennessee. The law defines a public
place as an enclosed area to which the public is invited
including, among other things, ´place of employment.µ If
you wish to smoke, please do so at the designated
place outside each office. Please properly dispose of
your cigarette butts and packing in the receptaclesprovided.
The use of tobacco products is prohibited in the
Company·s and customer·s offices.
Employment of Relatives and Fraternization Policy
The Company·s practice is not to hire or maintainemployment of relatives, either by blood or marriage,
and/or domestic partners. Exceptions to this must be
reviewed and approved by RUSSELL BURCZAK prior to
hiring.
Donations to Charities or Clubs
Requests for any donations directed to any level of the
Company should be referred to the CEO or the CFO.
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Solicitations
In order to ensure efficient operation of the Company, it
is necessary to control solicitation. Therefore, no
solicitations of any kind are permitted, which includes
circulars, filters, magazines or printed material.
Employees are restricted from soliciting or distributing
any type of marketing material, while on Company·s
property. Any exception must be pre-approved by
RUSSELL BURCZAK.
Housekeeping
Good housekeeping standards are an important part of
maintaining a safe place to work. It is a part of
everyone·s job to ensure that housekeeping standards
are practiced on a daily and continual basis.
Safety
The Company believes that each employee is
responsible for taking reasonable and proper action to
safeguard the life, health, property and environment of
the working facility. Safety is shared responsibility and
an important part of everyone·s job and the Company
will strive to do its part to provide a safe work
environment. Employees are expected to work and act
safely while on the job or at the customer·s place of
business, and of threatened, should immediately
correct any safety hazards that they detect. Otherwise,
employees are required to notify the supervisor they
report to of any hazardous conditions.
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Customer/Visitor Accidents
If a customer or visitor is injured on Company premises,
employees should offer reasonable assistance. If the
situation requires professional medical attention proper
action should be secured immediately.
- Any injury requires that an incident report be
completed immediately. RUSSELL BURCZAK must
be made aware of any injury, as soon as possible.
- The individual·s name, address, phone number,
and nature of injury must be obtained as part of the incident report. If applicable, name and
address of each witness and employee who
observed the incident must also be gathered and
reported.
- Employees of the Company should never admit
fault or liability or make reference in any way to
insurance or medical bills.
- Whenever possible, photograph the scene of theaccident as soon as the customer or visitor has
left, and send photograph to RUSSELL BURCZAK.
Employee Accidents
Safety of our employees is one of our most important
considerations at the prevention of employee injuries. If
an on-the-job- injury occurs at the Company or at the
Company office, (no matter how minor), report it at
once. An incident report must be completed and filed
with BRENDA DENOTE within 24 hours. If the injury
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requires professional medical attention, call BRENDA
DENOTE immediately.
Customers/Visitor Complaints
All customer complaints should be referred to the
supervisor to whom you report. The Company will do all
in its power to be fair and equitable to resolve the
matter in any given situation.
Fire
In the event of a fire, remember these steps:
1. If in the office notify the fire department and alert
others.
2. Know where the fire extinguishers are located and
how to use them.
3. Use the all-purpose fire extinguishers on any fire.
Water may not be appropriate in many cases, andin fact, may be unsafe. Evacuate everyone
according to the fire plan.
4. If the fire is electrical in nature, turn the power off.
The Company expects all employees to do everything
possible to safeguard the office and equipment from
damage by fire. Each employee is expected to keep
his/her working station and/or office, clean and free of
rubbish and by observing all rules regarding fire
prevention. Fire drills are held periodically to ensure
prompt and safe exit of employees in case of an actual
fire.
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The Company·s supervisors are responsible for ensuring
that all employees, including those with disabilities, are
safely evacuated during emergency.
Emergency and Office Shutdown
Employees, who are unable to get to the office or to the
customer job due to weather related conditions, should
call their supervisor as soon as possible. Should an
employee suspect that the Company or the customer·s
office may be closed due to inclement weather, he/sheshould call the supervisor.
Employee Benefits
The Company provides a competitive benefits package
to its employees. These include a 401(k), AFLAC, social
security, medical insurance, unemployment
compensation, and workers compensation.
Health Insurance
The Company provides Health Insurance Benefits. Once
an employee reaches age 65, it may be more
advantageous for the employee to elect out of the
Company·s Health Insurance Coverage and enroll in
Medicare Coverage. Should the employee make the
election to switch coverage, the Company will pay the
employees premium cost for any Medicare Supplement
that is attained by the employee.
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401(k) Retirement Savings Plan
Employee·s who are at least 21 years of age are eligible
to participate in the Company·s 401(k) plan the first
semi-annual entry date, as defined by the plan after
employment begins. This plan is an optional benefit that
requires employee contribution and features a Company
contribution of 3%. Employer match contributions will
not be made until the first day of the quarter after the
employee has been employed. A summary plan
description is available upon application for
participation.
Group Benefits Programs
These benefits include, but are not limited to group
medical. Specific details about the benefit programs,
including the procedures for enrollment and eligibility
for employee and spouse coverage will be provided to
you when you become eligible to participate. Allbenefits by the Company for the benefit of its
employees are administered in accordance with any
applicable Federal, State, and Local regulations ERISA,
COBRA, HIPPA, and others, in accordance with the
provisions of COBRA.
COBRA Rights
If the employee or the employee·s spouse loses group
health insurance coverage due to employment
termination or any other ´qualifying event,µ he/she may
be eligible to elect continuation of group health
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coverage in accordance with the consolidate omnibus
budget reconciliation act (COBRA). More information
about those rights is found in the summary plan
description in the group health booklet.
Leave of Absence Policy
The company has established a leave of absence policy
to meet the needs of its employees when additional
time away from work becomes necessary. Leaves of
absence represent approved time off work, generally
without pay and may include approved time off for apersonal leave, personal medical leave, family leave,
family medical leave, military leave, funeral leave, jury
duty, witness duty, or for other reasons approved by the
Company. Certain leave of absence may also qualify
under the family and medical leave act (FMLA); his or
her leave will run concurrently with any approved leave
of absence granted.
The Company·s leave of absence policy will be
administered without regard to race, religion, color,
national origin, age, disability, or gender as required by
federal law. The Company will also comply with any
applicable State or Local laws that protect additional
groups. In cases where Local, State or Federal laws
differ from this policy, the applicable law will govern.
An employee who averages at least twenty hours per
week on a regular basis is eligible to apply for a leave
of absence. An employee is eligible for a leave under
the family and medical leave act (FMLA) if she or he has
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worked for the Company for at least twelve months and
has worked at least 1,250 hours during the twelve
consecutive months immediately preceding the
inception of the FMLA leave.
An eligible employee can take up to twelve weeks of
FMLA leave in rolling twelve month period for a
qualified purpose. Any leave taken during the preceding
twelve months will reduce the maximum twelve weeks
of FMLA leave available at the inception of a new leave.
Employees returning to work from a qualified FMLA
leave will be restored to the same or an equivalentposition, with comparable pay, benefits and working
conditions. A leave of absence must be requested at
least thirty days in advance if the leave is foreseeable.
Unless otherwise noted in the leave of absence policy,
all leaves of absence are without pay. Employees are
required to substitute available vacation time and/or
sick time (when sick time applies) for any unpaid leavesof absence. With the exception of military leave, this
requirement applies to all unpaid leaves of absence
including family leave and family medical leave. All
leaves of absence must be requested in writing using
the leave of absence request form and approved by
RUSSELL BURCZAK. The leave of absence form can be
obtained from the supervisor.
All leaves of absence are granted at the discretion of
the Company, taking into account the needs of the
employee and business conditions. The Company may,
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at its discretion, designate any qualified time off as
FMLA leave beginning with the first day of absence.
An employee who fails to return from a leave of
absence by the scheduled return-to-work date will be
terminated unless an extension is requested and
granted. It is the employee·s responsibility to obtain the
appropriate documentation and apply for an extension
in a timely manner.
The types of leave of absence are summarized below
and described in more detail in the leave of absencepolicy. All leaves designated with an asterisk (*)
qualifies as an FMLA leaves.
Unpaid personal leave ² unpaid personal leaves of
absence represent time away from work for personal
reasons. Employees are eligible to apply for unpaid
personal leaves of absence for valid personal reasons.
All unpaid personal leaves of absence must be approvedby the supervisor to whom they report to and RUSSELL
BURCZAK. Unpaid personal leave absence will not be
granted for a period longer than thirty calendar days in
any 12-month period.
*personal medical leave* - employees suffering from
serious health conditions are eligible to apply for an
unpaid personal medical leave of absence. All personal
medical leaves of absence will be without pay unless
the employee qualifies for disability benefits or workers·
compensation.
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An employee who applies for a personal medical leave
of absence may also qualify for a disability leave as
follows:
y Family leave- family leave can be taken because of
the birth of an employee·s son or daughter, to care
for that son or daughter, or because of the
placement of a child with the employee for
adoption or foster care. Employees who have
completed at least one year of service and who
worked at least 1,250 hours during the preceding
twelve months are eligible for a family leave of absence. Family leave is available to all eligible
employees regardless of gender. Family leave can
be taken for up to twelve weeks in any rolling
twelve month period and will be granted in
accordance with the terms of the FMLA. An
employee requesting a family leave must complete
a leave of absence request form from the
supervisor to whom they report to and must beapproved by RUSSELL BURCZAK. All family leave is
without pay.
y Family medical leave ² family medical leave may be
requested when it is necessary for an employee to
take time off work to help care for his or her
spouse, son, daughter, parent or domestic partner,
if the family member is suffering from a serious
health condition. Family leave can be taken for up
to twelve weeks in any rolling twelve month period
and will be granted in accordance with the terms
of FMLA. Employees who have completed at least
one year of service and who have worked at least
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1,250 hours during the preceding twelve months
are eligible for a family medical leave. All family
medical leave will be without pay. An employee
requesting a family medical leave must complete a
leave of absence form from the supervisor to whom
you report to and required documentation.
RUSSELL BURCZAK must approve the application
for family medical leave.
y Intermittent leave of absence- in the event of a
qualified personal or family medical leave of
absence, an employee may take up to twelveconsecutive weeks of FMLA leave or use the leave
or use the leave intermittently by taking a day
periodically as needed during the year. Under
certain circumstances, the employee may use the
leave to reduce his/her work week or work day
resulting in a reduced hourly schedule. In order to
accommodate an intermittent leave of absence or
reduced work schedule, the Company may, at itsoption, temporarily transfer the employee to an
available alternative position with equivalent pay
and benefits. In the event of the birth, adoption or
foster care of a child reduced hourly schedule.
Leave for the birth, adoption or foster care of a
child must be taken within one year of the birth or
placement of the child with the employee.
y Intermittent leave will be approved for a period of
no longer than thirty calendar days. At the end of
the thirty day period, the employee must apply for
an extension of his/her intermittent leave. Any
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intermittent leave including incremental time off or
reduced work schedule that qualifies under the
FMLA will reduce the maximum FMLA leave time
available during a rolling twelve month period.
y Military leave- the Company encourages the
patriotism of its employees as United States
citizens. Associates will be granted leaves of
absence to fulfill short-term military obligations in
the United States armed services. The policy
regarding military leaves of absence is intended to
comply with the provisions of the uniformedservices employment and reemployment rights act
of 1994 (USERRA).
y USERRA provides reemployment protection and
other benefits for employees who leave civilian
employment to perform military service. To qualify
for reemployment rights following a period of
military service, an individual must meet theeligibility criteria established by USERRA and set
forth in the company·s leave of absence policy. In
cases where applicable state or local laws differ
from this policy by providing greater benefits for
returning servicemen/women, the applicable laws
will prevail.
y Military service includes the united states army,
navy, marine corps, air force, coast guard and
public health service commissioned corps, the
reserve components of each and federal training or
service in the army national guard or air national
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guard, whether voluntary or involuntary, in
peacetime and when the country is at war.
Employees required to render state, pursuant to a
call from the governor of the state, do not retain
the same rights or privileges except to the extent
required by state or local law.
y During periods of military service, the Company will
compensate an employee for the difference
between his or her income for a normal work week
excluding overtime and premium pay, and the
amount she or he receives in military pay. Toreceive this compensation, the employee is eligible
for a maximum of two weeks income to
supplement military pay.
An employee who is leaving the company to fulfill his or
her military obligation must provide advance notice to
his or her supervisor to whom they report to, whenever
possible. Military leaves of absence will not be denied.An eligible employee who leaves the Company·s
employment to enter military service is entitled to the
same status he or she attained when continuously
employed at the Company. This includes credit for prior
service, or any applicable credited rights or privileges.
The Company will count the months and hours that all
military would have worked if they had not been called
up for military duty toward the FMLA eligibility.
In order to retain his or her reemployment rights, the
returning servicemen or woman must contact RUSSELL
BURCZAK on the day that the employee will report to
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work, on a timely basis following his or her return from
military service.
Funeral leave- the Company allows eligible employees
to take off to attend to matters following the death of a
family member. An employee is eligible for a paid leave
of up to three day for the purpose of arranging,
attending, and resolving personal matters related to the
death of his or her immediate family member.
Immediate family members include the spouse, parent,
grandparent, grandchild, son, daughter, sister, brother,
stepparent, stepbrother or stepsister. Also included arein-laws, with comparable relationships (mother, father,
grandparent, etc.)
An employee requesting funeral leave is required to
notify the supervisor to whom they report to as soon as
it is known that time off is needed. Requests for funeral
leave will not be unreasonably denied.
Jury duty- the Company encourages its employees to
fulfill their civic obligations as citizens of the United
States. Should an employee be required by law to sit on
a jury in a court of law, they are eligible for each day of
work missed, up to 5 days of base pay in any twelve
(12) month period, excluding overtime or premium pay.
An employee summoned to participate in jury duty must
notify the supervisor to whom they report to as soon as
the notice to appear is received.
Witness duty- the Company also provides its employees
with time off to fulfill their obligations when
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subpoenaed to testify at trial. Employees will be
granted time off with pay for time lost from work when
required to appear as a witness in court if company
related. An employee subpoenaed to testify at a trial
must notify the supervisor to whom they report to after
receipt of the subpoena. Witness duty, when
subpoenaed, will be paid but not to exceed two days.
Time off with pay will not be granted when the
employee has not been subpoenaed.
Voting ² it is the Company·s policy to encourage its
employees to participate in the election of governmentleaders. Employees should have adequate time to vote
before and after work hours, but in some cases may
not. The employee must inform the supervisor to whom
they report to 15 days prior to an election, should they
need time off from work for voting. The employee may
also inquire with their registrar of voters about the
possibility of voting an absentee ballot.
Staff level guidelines
The Company·s staff level guidelines are intended to be
a map to guide the Company·s professionals to the
career positions of choice.
Each professional has the opportunity to set and
accomplish his or hers own career goals. There will be
opportunities to move from one department or section
to another. Promotions will not come automatically and
must be earned.
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The Company·s desire is to recognize and award
employees with advancement opportunities. Although,
there may be occasions when personnel through merger
or specialized needs will join us and have already have
met their career objectives. In these types of
circumstances, the Company has its customers in mind
and believes it will provide growth opportunities for all
its employees.
The guidelines are provided for all employees.
Summary
Day to day, the Company calculates the assets of a
company, in doing so, we rarely take the time to
consider our own assets. When we do take the time, we
come to the conclusion that our most important asset is
you, the employees of our Company. The employee
handbook will serve as a guide to rules, policies, and
procedures that will protect you as an employee of theCompany.
Legal Status of this Handbook
The contents of this handbook and the listing of
employee benefits are presented as a matter of
information only. The plans, policies and procedures
described herein are not contractual in nature, nor are
they conditions of employment. Burczak Paving
Company, Inc. reserves the rights to modify, revoke,
suspend, deviate from, terminate or change any or all
such plans, policies or procedures, in whole or in part,
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at any time, with or without notice. Additionally, the
company reserves the right to implement any changes
in content or application as it deems appropriate and
these changes may be implemented even if they have
not been communicated, reprinted, or substituted in
this handbook. If there is a conflict between the
information contained in this handbook and legal
documents or officially prescribed policy and procedure
documents, the legal and official policy and procedure
documents will prevail. A more detailed summary of
benefits and retirement savings plans are available by
contacting the supervisor to which you report to. Thelanguage, which appears in this handbook, is not
intended to create, nor should it be construed to
constitute, a contract between Burczak Paving
Company, Inc. and anyone or all of its employees.
Additionally, employment with Burczak Paving
Company, Inc. is not for any definite period or
succession of periods. Tennessee is an ´employment-at-
willµ state, meaning that employment andcompensation can be terminated, with or without
cause, and with or without notice, at any time, at the
option of the employee or at the option of the Company.
However, Tennessee employees cannot be disciplined
or discharged at will (1.) Being called into the military
(2.) Voting in elections (3.) Exercising right of
association (4.) Wage garnishment (5.) Filing workers·
compensation or, (6.) Being called to jury duty. No
representative of the Company, other than RUSSELL
BURCZAK, has any authority to enter into agreement
contrary to the foregoing terms; any representations
contrary to the foregoing shall not be binding upon
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Burczak Paving Company, Inc. unless made in writing
and signed by RUSSELL BURCZAK. Any publication,
handbook, policy, procedure, rule, personnel manual, or
regulation is not contractual in nature and is not
intended to modify the at-will employment outlined
herein. There may be situations where the policy or
procedure outlined in this handbook conflicts with a
local, state, or federal law or regulation. In such cases,
the company will observe the applicable law or
regulation.
This version of the employee handbook, revised January8 2009, supersedes and replaces any and all previous
versions.
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