1. Michael A. Shadiack, Esq. Connell Foley LLP
The Good, the Bad, and the Ugly Sample Work Rule and Procedure Policies for Discussion
Michael A. Shadiack, Esq.
Connell Foley LLP

2. GOAL: CLEARLY WRITTEN POLICIES

3. Introduction
INTRODUCTION Established in 1989 as a small business (SBE). The office is located in New Jersey. Technical areas of expertise fall into the broad categories of civil engineering, planning, surveying, environmental engineering, landscape architecture and community involvement. This company serves clients in both the public and private sectors. This employee handbook has been designed as a reference tool regarding the organization’s personnel policies and procedures and operating guidelines that exist within this company. This manual is subject to review, modification and change. In the event of a conflict between statements contained herein and specific provisions of a plan or program, the actual plan of program documents shall govern. This manual is to be used for guidance only and is not intended to create any contractual rights or obligations. All employees shall sign a release form indicating that they have read and fully understood the GENERAL EMPLOYMENT POLICIES Handbook, its operating guidelines, policies and procedures, and all rules and regulations set forth herein.

4. Employment At-Will
The Company prefers to offer stable employment to its employees. However, the market for the Company’s services does experience wide fluctuations. The Company, therefore, reviews its workload from time to time, and possibly adjusts staff size accordingly, either upward or downward. Nothing contained herein shall be construed to imply or to create a contract of employment or a guarantee of benefits. An employee’s employment and compensation can be terminated with or without cause and without notice at any time at the option of either the Company or the employee. No manager or representative of the Company, other than the President or the Board of Directors, has authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to this paragraph.

5. Equal Opportunity Employer
EQUAL OPPORTUNITY EMPLOYER This company is an equal opportunity employer and does not discriminate against any employee on the basis of an employee’s age, gender, disability, race, religion, political or national organization, sexual preference, and marital, family or veteran status.

6. American With Disability Act
AMERICAN WITH DISABILITIES ACT (ADA)
The ADA and NJLAD prohibit employment discrimination against “qualified individuals with disabilities.” A qualified individual with a disability is an individual with a disability who is qualified for (meets the skill, experience, education and other job-related requirements) a position held or desired, and who, with or without reasonable accommodations, can perform the essential functions of a job.
Requests for accommodations should be made at the earliest possible date, in most instances no later than three business days prior to the date by which an accommodation is needed. In order to verify a disability or to evaluate such a request, the Company may require the submission of relevant medical documentation. Such documentation shall be used only for this purpose and will be treated confidentially to the extent required by law.
While most accommodations are temporary in nature, the Company will consider requests for accommodations that are permanent. In either case, requests will be evaluated on the basis of reasonableness and effectiveness. When requests are declined as unreasonable or on the basis of undue hardship, the Company will use its best efforts to engage the employee in a dialogue to explore alternatives and options. As part of this process, employees may be required to grant the Company permission to speak or correspond directly with his/her health care provider where permitted by law.

7. Standard of Conduct
The purpose of this policy is to outline what Rand Dental Associates, P.A. expects from its employees in terms of appropriate behavior. Employees who violate the work rules are subject to disciplinary action, up to and including termination. Infractions of the following work rules are deemed to be unacceptable and may result in termination upon the first offense. Unacceptable Violations: 1. Theft of company property or personal property of another employee. 2. Punching another employee's time card or permitting someone to punch your time card. 3. Falsification of an application or company record. 4. Sleeping while on duty. 5. Unauthorized disclosure of confidential information. 6. Serious violation of harassment policy. 7. Fighting, threatening, bullying or attempting bodily injury to another person on the company property. 8. Deliberately damaging company property, property belonging to a co-worker or to a vendor. 9. Failure to wear safety equipment where required. 10. Unauthorized use of company time, materials, tools, etc. for personal gain.

8. Standard of Conduct Cont…
Unacceptable Violations:
11. Unauthorized alteration of company machinery or equipment.
12. Violation of safety rules which could result in serious injury to self or others.
13. Reporting to work under the influence of drugs and/or alcohol.
14. Possession of guns, knives, weapons, explosives, etc. on company property.
15. Testing positive for drugs on a company-administered drug test.
16. Refusal to cooperate with the investigation of a work-related matter.
17. Insubordination.
18. Indecent or immoral behavior on company property.
19. Conviction of a felony.

9. Standard of Conduct Cont…
General Violations The following violations do not generally pose a major threat to the operation of the business or to the safety and well-being of the individual or other employees. 1. Horseplay 2. Contributing to unsanitary conditions 3. Leave work area without permission 4. Failure to provide an acceptable quality of work 5. Repeated tardiness or absence; failure to report to work without satisfactory reason 6. Smoking in restricted areas 7. Unauthorized solicitations or posting of materials on company bulletin board 8. Improper operation of any vehicle on company property 9. Unauthorized use of company telephones or computers The above lists are not all-inclusive and the company reserves the right to take corrective action for any behavior it deems inappropriate for the efficient operation of the business. Managers and supervisors will follow the progressive discipline policy for violations of the Code of Conduct.

10. Progressive Discipline Policies
Progressive Discipline We believe it is important that all employees are treated fairly and that disciplinary actions are prompt, consistent, and impartial. The purpose of a disciplinary action is to correct the problem, prevent it from happening again, and prepare the employee for satisfactory performance in the future. Progressive discipline means that we will normally take these steps in the following order: 1) A first offense may call for a verbal warning; 2) The next offense may be followed by a written warning; 3) Another offense may lead to a suspension without pay; and, 4) Repeated offenses may lead to termination of employment. If more than 3 months have passed since the last disciplinary action, the process will normally start over. In very serious situations, certain offenses may justify either a suspension without pay, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps. You should also look at the Standard of Conduct and Work Rules policy in this handbook. That policy lists examples of unacceptable conduct that might result in immediate suspension or termination of employment. However, some of the examples of unsatisfactory conduct listed may result in the progressive discipline process described above instead of immediate suspension or termination. By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and Rand Dental Associates, P.A.

11. Termination
Discharge may become necessary due to the employee's lack of ability or failure to fulfill the requirements of the job. Discharges are always unpleasant and costly, and the company does not take the decision to discharge lightly. Advance notice may or may not be given depending on the circumstances surrounding the termination.
All terminating employees will have an exit interview. The purpose of the interview is to be certain the reasons for the employee's termination are not founded on a misunderstanding or erroneous situation and to solicit information on what the employee understands of the company and the company benefits. The interview will also cover what compensation the employee has coming and when termination of benefits will occur.
Employees must turn in all company property, including uniforms and keys, at the time of termination.
Any passwords and/or security codes must also be provided at this time.

12. Non-Disclosure
Non-Disclosure It is very important to Rand Dental Associates, P.A. that we protect our confidential business information. Confidential information includes, but is not limited to, the following: compensation/payroll data, patient information, and company financial data. You may be asked to sign a non-disclosure agreement as a condition of your employment. If you improperly use or disclose confidential business information, you will be subject to disciplinary action, up to and including termination of employment and legal action.

13. Lactation Policy
Lactation Policy Rand Dental Associates, P.A. will accommodate employees who desire to express breast milk during working hours by providing a reasonable amount of unpaid break time to be used for this purpose. In the event that an employee requires additional time, other than the scheduled rest or meal periods, Rand Dental Associates, P.A. will provide additional unpaid time off for this purpose.

14. Dispute Resolution Dispute Resolution
In a perfect world, every employment relationship would be smooth and harmonious. However, there are, unfortunately, times when employees and employers disagree. These disagreements often arise in the context of involuntary employment termination, but there may be disagreements regarding the right to a promotion, expense reimbursement, or a parade of other things.
All employees of Riviera Produce Corp. agree to first seek to mediate any dispute with the company with a mediator from the American Arbitration Association or similar organization trained and experienced in employment disputes. If mediation is not successful, both the Company and the employee agree to submit their dispute to arbitration. The arbitrator will be chosen from a panel presented by the American Arbitration Association or such other organization as is acceptable to both parties. The cost of the arbitrator will be split between the Company and the employee. Each party will be responsible for its own attorney or other related fees. Both the Company and the employee acknowledge that by agreeing to arbitrate each gives up its right to litigate their employment dispute in court or to submit it to a jury. The decision of the arbitrator is final and binding.
However, either party may seek to have a court of competent jurisdiction enforce an arbitration award. In addition, the Company retains the right to seek injunctive or other relief in the case of misappropriation of trade secrets or other confidential information, or any other action by an employee which might reasonably be expected to lead to irreparable harm to the Company.

15. Intoxicants in Workplace
The company has vital interests in ensuring a safe, healthy and efficient working environment for our employees, their co-workers and the customers we serve. Using or possessing alcohol or other intoxicating drugs in the workplace presents a danger to everyone. For these reasons, we have established as a condition of employment and continued employment with the company the following intoxicants in the workplace policy. Employees are prohibited from reporting for duty or remaining on duty with any alcohol or any other intoxicants in their systems. Employees are further prohibited from consuming alcohol or other intoxicants during working hours, including meal and break periods, with a limited exception to sanctioned company events, at which limited portions of alcohol may be provided for a limited period of time. Excessive alcohol consumption may endanger the health and safety of Vitals employees and others around them and tarnish Vitals reputation. Employees who choose to drink alcoholic beverages at company functions are expected to behave in accordance with usual business standards and all company policies. Medical marijuana use has been legalized in many states, yet federal regulations still prohibit marijuana use. While Vitals does not discriminate against registered and qualified medical marijuana patients, the company reserves the right to maintain a safe workplace by restricting a qualified medical marijuana patient from performing their duties, if their performance is adversely impacted by the substance.) Employees are still prohibited from reporting to work or working while under the influence of any substances that adversely affect the employee's ability to safely perform his or her job duties. Substance abuse problems will be identified by issues with behavior and measures of performance. Failure to comply with the foregoing substance abuse policy may result in disciplinary action, up to and including discharge.

16. Return –to-Work Agreement
This Return-to-Work Agreement is necessitated due to the fact that: The employee tested positive for drugs. A supervisor refers the employee to the EAP or treatment due to declining job performance. The employee has violated a work rule that could result in termination. The employer is giving the employee a “last chance” to work free of alcohol or drugs. The employee acknowledges receipt of the organization’s drug and alcohol policy and agrees to comply with all provisions. The employee has voluntarily signed the Release of Information form allowing the organization to receive information from medical professionals regarding continuing care recommendations and compliance. The employee agrees to comply with all aspects of the medical professional’s recommendations. The employee agrees to be subject to unannounced follow-up testing for a period of five years.

17. Return –to-Work Agreement Cont…
The employee agrees that the organization will monitor compliance by receiving updates from medical professionals regarding compliance with continuing care recommendations. The employee will maintain documentation of attendance.
The employee agrees to abstain from the use of alcohol and/or other drugs except when prescribed by a physician who has been informed of the employee’s difficulty with substance abuse.
The employee agrees that all costs of treatment and monitoring are the financial responsibility of the employee.
If absence from work is required as part of rehabilitation, it will be regarded as family and medical leave, sick leave, vacation, personal leave or some combination thereof, depending upon accrued leave.
The employee agrees to comply with all organization policies and procedures and understands that nothing in this agreement prohibits the organization from applying discipline for other violations.
The employee understands this is his/her last chance to successfully address his/her problem with alcohol and/or other drugs. The employee must satisfactorily meet the organization’s expectations and standards. The employee understands that failure to comply fully with this agreement will result in IMMEDIATE termination.
Other
Signature of Employee
Signature of Supervisor

18. Workplace Harassment Policy
WORKPLACE HARASSMENT POLICY Harassment based on sex, race, color, age, national origin, religion, disability or any other basis protected by law is a form of misconduct which undermines the integrity of the employment relationship. It is the policy of the company to provide a workplace that is free of harassment. Harassment refers to behavior which is not welcome, which is personally offensive and which therefore interferes with work effectiveness. Employees and visitors are entitled to be treated in a respectful, dignified and non-offensive manner. It is a violation of this policy for any employee to subject any co-workers or visitors to harassment.

19. Sexual Harassment Policy
SEXUAL HARASSMENT POLICY It is the goal of the Company to achieve zero tolerance of sexual harassment of employees in the workplace. Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves, such as business trips, business meetings, company-sponsored events and other occasions, is unlawful and will not be tolerated. For the purpose of this policy, sexual harassment means unwelcome sexual advances and invitations, requests for sexual favors, unwanted physical contact, as well as other verbal or physical conduct of a sexual nature, such as the display or transmission of sexually suggestive objects, pictures or cartoons; physical gestures of a sexual nature; sexual epithets, jokes and insults; or any other unwelcome conduct of a sexual nature. Sexual harassment also means when a manager or supervisor explicitly or implicitly threatens to take some action or make some decision on the basis of an employee’s submission or rejection of sexual advances or invitations; or when a manager or supervisor retaliates against an employee because she/he rejected sexual advances or initiations.

20. Sexual Harassment Policy Cont…
Sexual harassment also means mistreating an employee because of the employee’s sex. If you believe that this policy has been violated in any way, you should immediately report such conduct to management. The Company will treat the matter confidentially, to the extent possible under the circumstances. Please note that an employee need not be the actual target of sexual harassment to bring any matter to the attention of a manager or supervisor, or the Personnel Director. When the possibility of sexual harassment has been brought to the Company’s attention, the Company will act promptly. This action may include an inquiry into the matter, including personal interviews of all relevant employees. This inquiry will be conducted in a way as to maintain confidentiality to the extent possible under the circumstances.

21. Sexual Harassment Policy Cont…
At any time during this inquiry, or at its conclusion, the company may exercise its discretion to take whatever action it deems necessary, including but not limited to, placing an employee on leave of absence, reassignment, suspension, demotion, or discharge, or any other action. The Company also reserves the right to require counseling, training and/or monitoring as a condition of continued employment.
The Company will not tolerate retaliation against any person for reporting a violation of this policy or for providing information in connection with any inquiry made under this policy.
Please note that while this policy declares the company’s goal to achieve zero tolerance of sexual harassment, it is not designed or intended to limit the Company’s authority or discretion to make any and all employment decisions, including decisions about discipline, discharge or other corrective action, concerning employee conduct that the Company deems unacceptable, regardless of whether that conduct constitutes sexual harassment.

22. Employment Record EMPLOYMENT RECORD
Your application form becomes an important part of your personnel record. It is, therefore, important you have filled it out carefully and correctly. This information will be retained in your file. All information contained therein will be treated as confidential and used only for business purposes.
To insure that all personnel records are up to date and that your paycheck and fringe benefits are accurate, we need your help. It is your responsibility to notify the Human Resource Department if you:
1. Change your name
2. Change your marital status
3. Change your dependent status
4. Change your address
5. Change your phone number
6. Change your emergency contact (should you be injured or become ill).
7. Desire to increase or decrease your tax exemptions.
It is also important that beneficiaries be correctly listed on all life, pension and 401(k) records in order to protect you and your dependents. It is essential that these records be kept current.

23. Personnel Records PERSONNEL RECORDS
Old York CC maintains a file for each employee. Files consist or pertinent, job-related information such as your application, resume, job and salary history, performance appraisals, disciplinary letters, general correspondence, and any other documents that pertain to your employment with Old York CC.
This information is confidential and is released only to the employee, management employees, and to Old York’s attorneys.
Employees are permitted to review their personnel files and are required to schedule an appointment with your department head or supervisor in advance. Employees are not permitted to take anything out of their personnel file.
It is to your advantage, as well as Old York’s, that your personal records are kept up to date. You should notify management of any change in your address, telephone number, tax status, marital status, dependents, or beneficiaries.
Any false statements made by employees on their employment applications or personnel records will result in disciplinary action, including termination.

24. Employee Classifications & Definitions
“Exempt” are those employees that receive a salary and engage in professional, executive or supervisory duties, and are not eligible for overtime pay as outlined in state and federal wage and hour laws.
“Non-exempt” are those employees that are paid on an hourly basis, and are eligible for overtime pay as outlined in state and federal wage and hour laws.
“Full-time employees” are those employees (excluding New Hires, as defined below) who are scheduled to work a minimum of thirty-five (35) hours per week. Full-time employees may be eligible for all employee benefits.
“Part-time employees” are those employees who are scheduled to work fewer than thirty-five (35) hours per week. Part-time employees may be eligible for only selected employee benefits as outlined either in this Handbook or as provided by law.
“Temporary employees” are those employees that are hired on a temporary basis. Temporary employees are not eligible for any benefits other than those provided by law.
“New Hires” are those exempt employees who have worked less than 30 consecutive days, and those non-exempt employees who have worked less than 90 consecutive days. New hires are not eligible to receive any benefits.

25. Layoffs
It is the Company's policy to attempt to provide employment for its employees. However, if the Company must reduce the number of its employees, or the number of hours of work per week because of adverse economic or other conditions, layoffs or such reduction in work hours may be made based upon the employee's experience, ability to perform the work, efficiency and past service performance.

26. Employment Verification
It is the policy of Valcor Engineering Corporation to protect the privacy of each employee. Verification of specific employment information will be provided for the purposes of establishing credit, bank loans, apartment rentals, etc., at the request of current or past employees, providing the following conditions are met and procedures followed:
1. The policy is applicable to all personnel currently or previously employed by Valcor and addresses the release of information pertaining to employment dates, full- or part-time status, job title, year-to-date and previous year earnings and current salary with employee’s written permission. This policy is not intended to address the release of any information relating to the evaluation of work performance or employment references.
2. Organizations who wish to verify the employment of a Valcor current or past employee may fax or mail verification requests to the Human Resource Department. The requests must bear the signature of the individual signifying approval for release of the information. Valcor will provide Federal, State and local government agencies any employee information required by law. It will also honor any valid subpoenas, court summonses, court orders and requests for information from unions pursuant to a collective bargaining agreement.

27. Leaving the Company Leaving the Company
If you wish to resign your employment with Riviera Produce Corp., you are requested to notify your manager of your anticipated departure date at least two (2) weeks in advance. Managers and other higher level employees should give 30 days’ notice. This notice must be in the form of a written note or letter.  
Accrued but unused personal time is not paid upon termination. If, however, you have used personal time or vacation time in excess of the time actually accrued, this overpayment will be deducted from your final check(s).
The Company will ask all employees to participate in an exit interview with their immediate supervisor prior to leaving the company. This provides an opportunity to return parking passes, keys and other property and tie up any loose ends.

28. Leaving the Company Cont…
You will receive preliminary information at that time regarding COBRA coverage and any other continuation of benefits for which you may be eligible.
If you leave the Company in good standing, you may be considered for reemployment at a later date. However, in the case of rehiring, you may be considered a new employee with respect to vacation time, benefits and seniority.

29. Termination Pay
TERMINATION PAY When it is necessary for the Company to terminate the employment of a full-time regular or part-time regular employee, the President, or Vice President, may offer severance pay at her/his discretion. Severance pay shall not be paid more than once to any laid-off employee for, or based upon, the same credited service.

30. Tuition Reimbursement Program
Valcor recognizes that education which can be directly related to an individual's work is of great value.
Such education must not, of course, interfere with your normal work activity. A request for approval form must be completed prior to registering for the course(s). Supervisor recommendation and Management approval is required. The type and number of courses are subject to approval up to a maximum limit of six (6) credits per semester.
Reimbursement up to 100% of the cost of such education will be paid upon satisfactory completion of the course as evidenced by a grade of "c" or better.
Criteria for Approval:
1. Employee's work performance must be satisfactory.
2. Course must be directly related to present job.
3. Work performance after course must show improvement as a result of the course to be eligible for future tuition assistance.
4. In order to qualify for future tuition assistance, the employee must achieve a course grade of "C" or better or the course must be retaken at the employees' expense within one year, achieving a grade of "C" or better. A copy of the official transcript indicating course performance must be given to the Human Resource Department upon completion of the course.

31. Tuition Reimbursement Program Cont…
Tuition Reimbursement Repayment Agreement
Employees who voluntarily leave the employ of the company within 1 year of receiving education reimbursement must reimburse the company for any payments received under this program within the year before their departure. The company may deduct such amounts from the employee’s last pay check, unpaid vacation, or any other sums owed by the company to the employee. Employees are required to agree in writing to this policy as part of the application process for educational assistance.

32. Dress Code
DRESS CODE
For reasons of safety, hygiene and general good business practices, the Company expects employees to dress so that their clothing, hair and appearance are appropriate to their positions at Va1cor.
For the office departments, Business Casual Dress is permitted Monday through Thursday, except when interfacing with a customer; then attire should be business dress. Fridays are dress down days when jeans or other more casual clothing are allowed.
Employees who work in the manufacturing areas are required to wear shoes that are completely enclosed with a flat heel. Safety shoes are recommended. Safety glasses are to be worn where appropriate.

33. Immigration Reform & Control Act
It is the company's policy to fully comply with the regulations of the Immigration Reform and Control Act of 1986 (as amended) enforced by the Department of Homeland Security. We will hire only American citizens and aliens who are authorized to work in the United States. The law requires our company to do five things: 1. All new employees must complete Section 1 of the I-9 form within three business days of hire. 2. Check documents establishing employees' identity and eligibility to work. 3. The person examining the documents must complete Section 2 of the I-9 Form and the Certification Section. 4. Retain the form for at least three years. (If the company employs the person for more than three years, the company must retain the form until one year after the person leaves our employment.) 5. Present the form for inspection to the Department of Homeland Security or Department of Labor officer upon request. (At least three days advance notice will be given.) If an employee is hired for less than three days, the company must complete Form I-9 before the end of the employee's first working day. The I-9 Form contains instructions for completion. The employee assigned to this task must follow those instructions completely. I-9 Forms are to be kept separate from all other personnel records.

34. E-Verify
E-Verify is to be used only after an offer of employment has been made and we utilize the E-Verify System to ensure that every employee in the workforce is authorized to work in the United States. Rand Dental Associates, P.A. is committed to employing only people who are United States citizens or who are aliens legally authorized to work in the United States in accordance with the Immigration Reform and Control Act of We do not illegally discriminate because of a person's citizenship or national origin. Every new employee at Rand Dental Associates, P.A. is required to complete the Employment Eligibility Verification Form I-9 and show documents that prove identity and employment eligibility. Rand Dental Associates, P.A. follows federal and state requirements and utilizes E-Verify to provide further eligibility verification of employment. If E-Verify does not confirm eligibility, Rand Dental Associates, P.A. will notify the employee as required by law. If you leave Rand Dental Associates, P.A. and are rehired, you must complete another Form I-9 if the previous I-9 with Rand Dental Associates, P.A. is more than three years old; if the original I-9 is not accurate; or if we no longer have the original I-9. If you have questions or want information on the immigration laws, contact the Office Manager. Retaliation of any form is against the law and if you ask questions or want to complain about the immigration law compliance policy, you will not be punished in any way.

35. Suggested E-Verify Language
If you believe the Company has violated its responsibilities under the E-verify program or has discriminated against you during the employment eligibility process based upon your national origin or citizenship status, you may contact the Office of Special Counsel at (800) or (800) or E-Verify Poster: Available here:

36. Workplace Bullying

37. Violence in the Workplace

38. Violence in the Workplace Cont…

39. Tape Recording
The Company understands that in the course of doing your work, and in the evaluation of your performance, there will be frequent opportunities for private and confidential discussions. The Company respects the privacy and confidentiality of such communications. Any surreptitious recording of these conversations by a tape recorder or similar electronic device is explicitly prohibited. The Company believes that such non-consensual recording is inconsistent with an environment which nurtures open and frank interchange between employees. Violations of this policy may lead to immediate termination.

40. Introductory Period
INTRODUCTORY PERIOD Most new employees unless otherwise notified, are hired under an introductory period of ninety (90) calendar days. During this time, you will be evaluated on your attitude, conduct and job performance. If you transfer to another position during your introductory period, a new introductory period will begin as of the date of that transfer. Upon satisfactory completion of your introductory period, you will be considered a regular employee. At all times, including after successful completion of the introductory period, employment with the Company is considered to be at-will, and the employment relationship may be terminated at any time for any lawful reason by either party.

41. Other Employment
OTHER EMPLOYMENT THE COMPANY does not wish to interfere with your personal affairs or control your time away from your job. However, we have found that other employment generally interferes with the effective performance of an individual’s work. Other employment will not be accepted as an excuse for absenteeism, refusal to work overtime or unsatisfactory work performance. Since outside commercial aviation activities may bring about a conflict with the Company’s interests, you may not engage in such activities without the written approval of your Director.

42. Accidents/Incidents
Maintaining a safe work environment requires the continuous cooperation of all employees. The Company strongly encourages employees to communicate with fellow employees and their supervisor regarding safety issues.
In the event of an accident or injury during work hours, the injured party is responsible for completing an Accident/Incident Report Form, located on the Employee Portal. The completed form must be submitted to the Director of Human Resources. All employees will be provided first-aid and emergency service, as required, for injuries or illnesses while on Maser Consulting premises or job sites. Employees should contact their supervisor, the nearest supervisor, and/or 911 in the event of an accident or emergency. Injuries that you may feel are minor at the time of the accident may develop further complications. Report all accidents to your Supervisor IMMEDIATELY for your protection.
Should an employee become injured while on the job, Maser Consulting provides coverage and protection in accordance with the Worker's Compensation Law. Failure to report accidents is a serious matter as it may preclude an employee's coverage under Worker's Compensation Insurance.
Please direct any questions you may have about the Company's accident procedures to your Supervisor. For complete information on work-related injuries and illnesses, please refer to SOP #3, Work Related Injuries and Illnesses, of the Health and Safety Program which can be located on the Company Intranet.

43. Personal Property
All furniture, computer equipment, files, offices, etc. are property of Maser Consulting. In an effort to ensure the safety of all employees and visitors, Maser Consulting reserves the right to inspect any possession, including but not limited to, handbags, briefcases, lunch bags, packages, parcels, purses, or any other possessions or articles carried to and from the Company’s property. The Company also has the discretion to inspect any employee’s office, desk, files, drawers, automobiles, etc. on Company premises. Employees may be asked to consent to such inspections. Such consent may be a condition of employment.

44. Personal Property Cont…
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 substances, 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.
The Company cannot be responsible for the loss or damage of your personal belongings or property while at work. You are expected to exercise proper care and judgment to protect against loss or damage to personal property. We urge you to be careful with handbags, wallets and other valuables.
The Company also cannot be responsible for fire, theft or damage involving your personal vehicle, including while driving on Company business. You can help by locking your vehicle and driving safely.
Any articles lost or found should be reported to the Receptionist or to your Supervisor so that a notice describing the article can be ed to employees.
The Company will not make restitution for any lost item(s), nor will the Company notify the police, under normal circumstances. If you wish to complete a police report to claim a loss, you may do so on your own. However, you should coordinate the police officer’s visit to the office with the Director of Human Resources or your Supervisor.

45. Cellphone/Hand-Held Device Use While Driving
Employees must adhere to all federal, state or local laws and regulations regarding the use of cell phones/hand-held devices while driving. New Jersey statute makes the use of a hand-held device while driving a violation. Employees should not use hand-held devices for any business purposes while driving. This company prohibits this use and will not be responsible or reimburse any employee who is fined for violation of this law. Should an employee need to use a hand-held device/smartphone while driving, he/she should locate a lawfully-designated area to park and make the call or use a hands-free speaking device such as a speakerphone/earpiece.

46. Smoke-Free Workplace

47. Smoke-Free Workplace Cont…

48. Dating & Fraternization

49. Solicitations/Fundraisers
SOLICITATION/ FUNDRAISERS
It is Old York’s policy to allow solicitation on its property only to the extent that it is passive, not offensive or intrusive, is temporary, and only for the benefit of employees. Solicitations should not occur during work time. All solicitations will be approved by the Company PRIOR to the start of a particular fund raising event starting. Complaints as to the appropriateness of any particular solicitation will be resolved using the open door policy.
Examples of permitted solicitation include: passive displays of candy, cookies and other small value items being sold by a non-profit organization with which the employee has a direct relationship. Participation in any of these passive events is purely voluntary. Individuals who are not employees are strictly prohibited from distributing material of any kind, or soliciting employees, on Old York CC property unless otherwise approved in advance.

50. Receipt

51. Acknowledge- Employee Handbook
ACKNOWLEDGEMENT- EMPLOYEE HANDBOOK
Please read the following statements, sign below and return to your manager.
The Employee Handbook is a guideline of the policies you are expected to follow. This Handbook should not be construed as, or be considered evidence of, a contract or guarantee of any kind. It does not guarantee your employment for a definite period of any duration. Oral representations of the Company’s representatives do not create a contract or change the at-will status. The Company can add, change or eliminate any policy, procedure or rule in this manual at any time without prior notice.
UNDERSTANDING AND ACKNOWLEDING RECIEPT OF HANDBOOK
I have received and a read a copy of the Old York Employees Handbook. I agree to comply with all of the rules and policies outlined in the Employee Handbook. I understand that the policies and benefits described in it are subject to change at the sole discretion of Old York at any time for any reason. I understand that if I have a question about a policy that I am expected to ask a manger.
Print/Signature Date

52. At- Will Employment AT-WILL EMPLOYMENT
I understand that my employment is At-will, and neither I nor Old York CC has entered into a contract regarding my employment. I am free to terminate my employment with Old York at any time, with or without reason. Likewise, Old York CC has the right to terminate my employment at any time, with or without reason.
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