The Crowley Company Employee Handbook
The Crowley CompanyEmployee HandbookMarch 2017This Employee Handbook is the property of Crowley. This Employee Handbook is to be returned toCrowley when employment with Crowley ceases.
Table of ContentsWelcome .1Introduction .2Mission.3Management Philosophy.3Guiding Principles .3Policies .4Employment at Will .5Open Door Policy .5Equal Employment Opportunity and Policy Against Discrimination, Harassment(Including Sexual Harassment), and Retaliation .6Drugs and Alcohol .9Smoke-Free Workplace .11Attendance, Punctuality and Absence.11Compliance with the Law .11Communication and Information Systems.12Solicitation and Distribution .16Employee Conduct .17Disciplinary Procedures .19References / Disclosure of Employee Information .19Inspections / Searches .19Vehicle Policy .20Confidential Information .21Code of Ethics .22Resignation .26Return of Property.26Personnel Matters, Pay & Benefits .27Employee Classifications .28Employee Information .28Hours of Work .29Pay Procedures .29Deductions from the Pay of a Salaried Employee .30Holidays and Leave.31Benefits .36Safe and Healthy Work Environment .37Appendix: FMLA Poster.38Addendum: Employees Who Work on or in Connection with Covered Federal Contracts .39State-Specific Addendum: Maryland.40State-Specific Addendum: California .41State-Specific Addendum: District of Columbia .46Effective: March 2017
WelcometoThe Crowley CompanyWe are very happy to welcome you to The Crowley Company. We hope your association withCrowley will be a mutually beneficial and pleasant one. Thank you for joining us!You have joined an organization that has established an outstanding reputation for quality andexpertise. We hope you, too, will find satisfaction and take pride in your work here.There are many factors that contribute to the satisfaction of our employees, includingcompensation and benefits (such as health insurance, holidays and vacations), a pleasant workenvironment, and career development opportunities.This Employee Handbook provides information about Crowley and some of its policies,procedures and benefits. As an employee of Crowley, it is your responsibility to becomefamiliar with information outlined in this Employee Handbook. If anything is unclear, or if youhave additional questions, please discuss the matter with your supervisor, or Human Resources.We extend to you our personal best wishes for your success at Crowley.Sincerely,Christopher M. CrowleyPatrick B. CrowleyPresidentCrowley Micrographics, Inc.Vice PresidentCrowley Micrographics, Inc.
INTRODUCTIONThis Employee Handbook is a general guide to some of Crowley’s policies, procedures andbenefits. If you have any questions or are uncertain about anything in this Employee Handbook,please ask your supervisor, or Human Resources.This Employee Handbook is not, is not intended to be, and should not be construed as anexpress or implied contract or agreement.Crowley can alter, eliminate or otherwise change any policy, information, procedure or benefitdescribed in this Employee Handbook (except the “at will” employment policy) at any timewithout prior notice.No statement or promise by a supervisor, manager, or other employee may be interpreted as achange in policy nor will it constitute an agreement with an employee.Nothing in this Employee Handbook is intended to preclude or dissuade employees fromengaging in activities protected by state or federal law, including the National Labor RelationsAct, such as discussing wages, benefits or other terms and conditions of employment, or otherlegally required activities.This Employee Handbook replaces (supersedes) any and all prior Crowley employee handbooks,manuals and guides, and any information contained in any such prior handbook, manual or guideis no longer in effect.As a guide, this Employee Handbook is generally applicable to all employees. Please note,however, that state or local laws or other factors may require a particular location to have adifferent policy, procedure or benefit than the one contained in this Employee Handbook.Nothing in this Employee Handbook is intended to limit any benefits required by law.2
MissionCrowley is dedicated to providing high quality, state of the art electronic imaging andmicrofilming equipment sales and document imaging services to our clients, growing ourbusiness and setting the standards for the entire industry.Management PhilosophyBecause we are a service company whose success depends upon the quality of service providedto our customers, we recognize that our business success is directly related to the success of ourpeople.Guiding PrinciplesCustomer First - The client is the reason for everything we do.Result Driven - Tirelessly focusing on achieving clear objectives.Quality Driven - Continual pursuit of high standards in our employees, products and services.Entrepreneurial - Fostering an environment that stimulates the pursuit of profitable growth.Innovation - Continuous improvement through "Out of the Box" thinking.Ethical - Conducting our business in an honest, fair, and trustworthy manner.3
POLICIES4
Employment At WillEmployment with the Company is “at will,” and can be terminated by the employee at anytime for any reason or no reason, or by the Company at any time for any reason notprotected by law or no reason. This at will employment relationship may not be changedexcept by a written agreement signed by the President of the Company. This at willrelationship may not be modified by any oral or implied promises or agreements.No employee has a right to continued employment by virtue of anything stated or inferredin this Employee Handbook.Open Door PolicyCrowley believes in direct access to management -- where you can approach your supervisor,manager, or any member of management, to discuss any idea, suggestion, concern or question.We encourage you to discuss such matters that arise during the course of your employment withan appropriate member of management. We welcome your suggestions to improve the quality ofthe Company.Most often, comments or concerns can be addressed by your supervisor. If you have additionalcomments or concerns after meeting with your supervisor, we encourage you to meet with theDirector of Human Resources of the Company. Finally, if you still believe your comments orconcerns have not been adequately addressed, please request a meeting with the Vice Presidentor President of the Company.5
EQUAL EMPLOYMENT OPPORTUNITY AND POLICYAGAINST DISCRIMINATION, HARASSMENT (INCLUDINGSEXUAL HARASSMENT), AND RETALIATIONStatement of PolicyCrowley is committed to the principle of equal employment opportunity, and it complies with allapplicable laws which prohibit discrimination and harassment in the workplace. Thus, Crowleystrictly prohibits discrimination or harassment based on race, color, national origin,religion, age, sex, disability, veteran status, gender identity, sexual orientation, pregnancy,genetic information, or any other characteristic protected by law in all terms, conditions andprivileges of employment, including without limitation, recruiting, hiring, assignment,compensation, promotion, discipline and termination. This policy covers conduct occurring atCrowley office(s), all locations where Crowley is providing services, and to all work-relatedactivities, wherever located.Individuals Covered By This PolicyThis policy covers all Crowley employees. Crowley will not tolerate discrimination orharassment, whether engaged in by fellow employees, supervisors or managers. Nor willCrowley tolerate discrimination or harassment engaged in by non-employees who conductbusiness with Crowley to the extent that it affects any Crowley employee. While on the job,employees must not engage in any form of discrimination or harassment with respect to anyone,including other employees, customers, visitors, guests, or anyone with whom an employee comesinto contact while on the job.Forms of HarassmentWhile all forms of discrimination and harassment are prohibited, it is important to understand thetypes of conduct that may be viewed as harassment and which are not to be engaged in.1.Non-sexual Harassment. Forms of harassment that are prohibited include making,displaying or circulating epithets or derogatory statements, remarks, comments, jokes or slurs,posters, cartoons, drawings or other written materials that are based on a person’s race, color,religion, national origin, sex, age, disability or other protected characteristic.2.Sexual Harassment. Sexual harassment includes, but is not necessarily limited to,unwelcome or unwanted sexual advances, requests for sexual acts or favors, lewd or sexuallysuggestive remarks, comments or jokes, display or circulation of pictures or written materials ofa sexual nature, inappropriate physical contact or other verbal, written or physical conduct of asexual nature when (i) submission to or rejection of this conduct by an individual is usedexplicitly or implicitly as a factor in decisions affecting hiring, evaluation, promotion, retentionor other aspects of employment; or (ii) this conduct substantially interferes with an individual’semployment or creates an intimidating, hostile or offensive work environment.6
Without limiting the foregoing, employees must not use the Company’s, their own, or someoneelse’s computer (including instant messaging), telephone (including texting), voicemail, email,fax or other communications or information systems to engage in harassment or other conductprohibited by this policy.Complaint ProcedureCrowley encourages individuals who believe that they are being subjected to discrimination orharassment to notify the offender that his or her behavior is unwelcome. If for any reason anindividual does not want to confront the offender directly, or if this approach does notsuccessfully end the discrimination or harassment, the individual should promptly contact eitherhis or her supervisor, Department Head, the Director of Human Resources, the Director ofAccounting and Administration, the Vice President of the Company, or the President of theCompany. Crowley cannot act if it is not made aware of a situation.Accommodations for Disabilities and PregnancyAs an equal opportunity employer, Crowley does not discriminate on the basis of disability orpregnancy (including pregnancy, childbirth, related medical conditions and/or breastfeeding),and provides reasonable accommodations to employees in accordance with law to enable them tobe able to perform the essential functions of their jobs or to enjoy the benefits and privileges ofemployment. Any employee who believes that he or she needs such an accommodation shouldinform the Director of Human Resources of the Company. We cannot evaluate a need for anaccommodation unless it is brought to our attention.Any manager or supervisor who receives a request for an accommodation on the basis ofdisability or pregnancy (including pregnancy, childbirth, related medical conditions and/orbreastfeeding), must promptly notify the Director of Human Resources.Affirmative Action PlansEmployees who desire to review the Company’s Affirmative Action Plan for Individuals withDisabilities or the Affirmative Action Plan for Covered Veterans should contact the Director ofHuman Resources.Any employee who would like to be considered under either of these Affirmative Action Plansshould notify the Director of Human Resources. Submission of information that may berequested by the Company in connection with such a request is voluntary, and there will be noadverse consequences to the employee for providing or declining to provide any suchinformation. Further, any such information submitted will be kept confidential except asnecessary to comply with, required by, or otherwise indicated in applicable law.7
Protection Against RetaliationCrowley prohibits and will not tolerate retaliation against any individual who makes a complaintunder this policy, or anyone who has assisted a person making a complaint or providedinformation during an investigation under this policy. Retaliation is a violation of this policy andshould be reported immediately. The same complaint and investigation procedures describedherein will also apply to any complaint of retaliation.InvestigationAll reports of discrimination, harassment or retaliation will be promptly investigated. Theinvestigation may include interviews with any person having relevant information, including thecomplainant, the accused and any witnesses.To the extent possible, Crowley will protect the confidentiality of a complaint. Informationconcerning the complaint will be limited to those with whom it needs to be shared in order toinvestigate and respond to the complaint.Supervisors Receiving Complaints – ReportingAny Department Head, supervisor or manager receiving a report or complaint of discrimination,harassment or retaliation must report it immediately to the Director of Human Resources or theVice President of the Company.Disciplinary ActionUpon completion of an investigation, appropriate action will be taken. Any individual found tohave engaged in discrimination, harassment or retaliation will be subject to disciplinary action,up to and including termination.QuestionsEmployees who have any questions about this policy should contact Human Resources.8
Drugs & AlcoholA.Drug-Free WorkplaceCrowley values its employees and, as such, is concerned with their health and safety. Employeeswho use illegal drugs or abuse other controlled substances or alcohol, on or off duty, tend to beless productive, less reliable, and prone to greater absenteeism, which results in, among otherthings, increased costs to Crowley, delays in completing tasks and risk to Crowley’s business, aswell as to the safety of its employees, customers, others with whom Crowley does business, andthe public. Accordingly, Crowley will not tolerate any use of illegal drugs or unauthorized useof alcohol by its employees. Crowley offers training about the dangers and effects of substanceabuse at work.B.C.Policy1.The unlawful manufacture, distribution, dispensation, sale, possession or use ofillegal drugs or controlled substances while working, on duty or on Crowleybusiness is prohibited, whether on Crowley’s premises, at other job or worklocations, or while driving or operating a motor vehicle or motorized equipment.2.The unauthorized use or possession of alcohol while working, on duty or onCrowley business is prohibited, whether on Crowley’s premises, at other job orwork locations, or while driving or operating motor vehicles or motorizedequipment.3.Reporting to work and/or working under the influence of illegal drugs, controlledsubstances or alcohol is prohibited.4.Where alcohol consumption is permitted (such as at certain Company functions),only employees of legal age may consume alcohol, and they should drinkresponsibly so as not to adversely affect or jeopardize the employee's workperformance, his/her own or another's safety or Crowley’s reputation or business.Policy ViolationsFor any violation of this policy, Crowley, in its sole discretion, may subject the offendingemployee to disciplinary action, up to and including immediate termination of employment.D.Notification of ConvictionConsistent with the requirements of the Drug-Free Workplace Act, employees working onfederal government contracts must notify Human Resources of the Company of any criminaldrug statute conviction for a violation occurring in the workplace no later than five days aftersuch conviction.9
E.Drug and Alcohol TestingBecause of Crowley’s strong concern for workplace, on-the-job and public safety, Crowley, in itssole discretion, may require any employee to undergo tests or screening (including, withoutlimitation, urinalysis and/or blood tests) for the presence of alcohol or illegal drugs or controlledsubstances in any of the following circumstances to the extent permitted by applicable law: whenever Crowley suspects or has reason to believe that an employee's workperformance or on-the-job behavior may have been affected in any way by drugs oralcohol; when an employee is
Crowley is committed to the principle of equal employment opportunity, and it complies with all applicable laws which prohibit discrimination and harassment in the workplace. CrowleyThus, strictly prohibits discrimination or harassment based on race, color, national origin,
̶The leading indicator of employee engagement is based on the quality of the relationship between employee and supervisor Empower your managers! ̶Help them understand the impact on the organization ̶Share important changes, plan options, tasks, and deadlines ̶Provide key messages and talking points ̶Prepare them to answer employee questions
May 02, 2018 · D. Program Evaluation ͟The organization has provided a description of the framework for how each program will be evaluated. The framework should include all the elements below: ͟The evaluation methods are cost-effective for the organization ͟Quantitative and qualitative data is being collected (at Basics tier, data collection must have begun)
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On an exceptional basis, Member States may request UNESCO to provide thé candidates with access to thé platform so they can complète thé form by themselves. Thèse requests must be addressed to esd rize unesco. or by 15 A ril 2021 UNESCO will provide thé nomineewith accessto thé platform via their émail address.
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