EMPLOYEE HANDBOOK - Lawrence Transportation Services

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EMPLOYEE HANDBOOKPrint date:09/01/20190

Welcome new employee!On behalf of your colleagues, I welcome you to Lawrence Transportation Company (“Lawrence”)and wish you every success here.We believe that each employee contributes directly to Lawrence's growth and success, and we hopeyou will take pride in being a member of our team.This handbook was developed to describe some of the expectations of our employees and to outlinethe policies, programs, and benefits available to eligible employees. Employees should familiarizethemselves with the contents of the employee handbook as soon as possible, for it will answermany questions about employment with Lawrence.We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!Sincerely,Eric A. LawrencePresidenti

INTRODUCTORY STATEMENTThis handbook is designed for all employees of Lawrence Transportation Company including itsdivisions, subsidiaries, and affiliates (“Lawrence” or the “Company”).This handbook is not a contract. Your employment with Lawrence is and will remain one of “atwill” employment. This means that you may quit your employment at any time and Lawrenceretains the right to terminate your employment at any time, with or without notice for any lawfulreason. This handbook is a guide designed to acquaint you with Lawrence and provide you withinformation about working conditions, employee benefits, and some of the policies affecting youremployment. You should read, understand, and comply with all provisions of the handbook. Itdescribes many of your responsibilities as an employee and outlines the programs developed byLawrence to benefit employees. One of our objectives is to provide a work environment that isconducive to both personal and professional growth.No employee handbook can anticipate every circumstance or question about policy. As Lawrencecontinues to grow, the need may arise and Lawrence reserves the right to revise, supplement, orrescind any policies or portion of the handbook from time to time as it deems appropriate, in itssole and absolute discretion, with or without notice. The only exception to any changes is ouremployment-at-will policy permitting you or Lawrence to end our relationship for any reason atany time. Lawrence will endeavor to notify employees in a timely manner should any changes beimplemented to this handbook or any Lawrence policies.ii

ContentsWelcome .iIntroductory Statement .iiContents .iiiEMPLOYMENT .11.1 Nature of Employment .11.2 Equal Employment Opportunity Statement .11.3 Americans with Disabilities Act (ADA) .11.4 Anti-harassment Policy and Complaint Procedure .21.5 Immigration Law Compliance (Form I-9) .41.6 Nepotism, Employment of Relatives and Personal Relationships.51.7 Employee Medical Examinations.51.8 Probationary Period .61.9 Employee Personnel Files .61.10 Job Descriptions .61.11 Employee Classification Categories.71.12 Progressive Discipline .81.13 Employee Credit Cards .91.14 Separation of Employment.10WORKPLACE EXPECTATIONS .112.1 Business Ethics and Conduct .112.2 Confidentiality.112.3 Conflicts of Interest .122.4 Outside Employment .132.5 Attire and Grooming .132.6 Attendance and Punctuality .142.7 Computer, Internet, and Cell Phones.142.8 Solicitations, Distributions and Posting of Materials.19TIME OFF/LEAVES OF ABSENCE .193.1 Vacation Benefits .193.2 Holiday Pay .213.3 Family Medical Leave Act (FMLA) .223.4 Bereavement Leave.263.5 Jury Duty.273.6 Voting Leave.273.7 Parental Leave for School Visits.283.8 Military Leave of Absence .283.9 Lactation/Breastfeeding.28BENEFITS .294.1 Medical and Dental Insurance .294.2 Same-Sex Marriages, Civil Unions and Domestic Partners .294.3 Flexible Spending Accounts.304.4 Group Term-Life Insurance.304.5 Voluntary Insurance Coverage .304.6 Retirement 401(k) Savings Plan .314.8 Workers' Compensation .31iii

4.9 Benefits Continuation (COBRA) .324.10 Educational Assistance .32COMPENSATION .325.1 Time Reporting .325.2 Payment of Wages .335.3 Administrative Pay Corrections . 345.4 Meal/Rest Periods .345.5 Overtime Pay (nonexempt employees) .345.6 Employee Referral Policy.35WORKPLACE SAFETY .356.1 Drug-Free Workplace .356.2 Smoke-Free Workplace .376.3 Workplace Bullying.386.4 Violence in the Workplace .386.5 Workplace Safety .396.6 Visitors in the Workplace 40iv

EMPLOYMENT1.1 Nature of EmploymentThis handbook is designed for all employees of Lawrence Transportation Company including itsdivisions, subsidiaries, and affiliates (“Lawrence” or the “Company”). The employmentrelationship with Lawrence is one of “at-will” employment. Policies set forth in this handbook arenot intended to create a contract, nor are they to be construed to constitute contractual obligations.These policies do not create a contract of employment. Employment with Lawrence is voluntaryand the employee is free to resign at any time with or without cause. Lawrence may also terminatethe employment relationship at any time in accordance with federal and state law. The provisionsof this handbook have been developed at the discretion of management and may be amended orcancelled at any time at Lawrence’s sole discretion, with the exception of the policy ofemployment-at-will.These provisions supersede all existing policies and practices and may not be amended or addedto without the express written approval of the President of Lawrence.1.2 Equal Employment Opportunity StatementLawrence provides equal employment opportunities (EEO). Employment decisions at Lawrenceare based on qualifications, merit and abilities. Lawrence does not discriminate on the basis ofrace, color, religion, gender, national origin, age, disability, sexual orientation, marital status,gender identity, amnesty, status as a covered veteran or status with regard to public assistance orany other characteristic protected by law. Lawrence complies with applicable state and local lawsgoverning nondiscrimination in employment in every location in which the company hasfacilities. This policy governs all aspects of employment, including selection, job assignment,compensation, discipline, termination, and access to benefits and training.Any employee with questions or concerns about any type of discrimination in the workplaceis encouraged to bring these issues to the attention of their immediate supervisor or HumanResources. Improper interference with the ability of Lawrence employees to perform theirexpected job duties is absolutely not tolerated.1.3 Americans with Disabilities Act (ADA)The Americans with Disabilities Act (ADA) and the Americans with Disabilities AmendmentsAct, known as the ADAAA, are federal laws that prohibit employers with 15 or more employeesfrom discriminating against applicants and individuals with disabilities and that when neededprovide reasonable accommodations to applicants and employees who are qualified for a job,with or without reasonable accommodations, so that they may perform the essential job duties ofthe position.It is the policy of Lawrence to comply with all federal and state laws concerning the employmentof persons with disabilities and to act in accordance with regulations and guidance issued by theEqual Employment Opportunity Commission (EEOC). Furthermore, it is our company policy notto discriminate against qualified individuals with disabilities in regard to application procedures,1

hiring, advancement, discharge, compensation, training or other terms, conditions and privilegesof employment.Lawrence will reasonably accommodate qualified individuals with a disability so that they canperform the essential functions of a job unless doing so causes a direct threat to these individualsor others in the workplace and the threat cannot be eliminated by reasonable accommodationand/or if the accommodation creates an undue hardship to Lawrence. Contact your supervisor orthe Human Resource department with any questions or requests for accommodation.1.4 Anti-harassment Policy and Complaint ProcedureDefinitions of HarassmentSexual harassment constitutes discrimination and is illegal under federal, state and local laws.For the purposes of this policy, sexual harassment is defined, as in the Equal EmploymentOpportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favorsand other verbal or physical conduct of a sexual nature when, for example a) submission to suchconduct is made either explicitly or implicitly a term or condition of an individual's employment;b) submission to or rejection of such conduct by an individual is used as the basis foremployment decisions affecting such individual; or c) such conduct has the purpose or effect ofunreasonably interfering with an individual's work performance or creating an intimidating,hostile or offensive working environment.Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involveindividuals of the same or different gender. Depending on the circumstances, these behaviors mayinclude unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo;verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess orsexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures;display in the workplace of sexually suggestive objects or pictures; and other physical, verbal orvisual conduct of a sexual nature.Harassment on the basis of any other protected characteristic is also strictly prohibited. Underthis policy, harassment is verbal, written or physical conduct that denigrates or shows hostility oraversion toward an individual because of his/her race, color, religion, gender, sexual orientation,national origin, age, disability, marital status, citizenship, genetic information or any othercharacteristic protected by law or that of his/her relatives, friends or associates, and that a) hasthe purpose or effect of creating an intimidating, hostile or offensive work environment; b) hasthe purpose or effect of unreasonably interfering with an individual's work performance; or c)otherwise adversely affects an individual's employment opportunities.Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating orhostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostilityor aversion toward an individual or group and that is placed on walls or elsewhere on theemployer's premises or circulated in the workplace, on company time or using company2

equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, socialnetworking sites or other means.Employee Rights and Responsibilities:Employees are entitled to timely resolution of any complaints about harassing or inappropriatebehavior. In addition, employees are protected from retaliation for making a complaint orexercising other rights protected by law.It is an employee’s responsibility and obligation to report harassing or inappropriate behavior,whether it is directed at them or is something they have seen or heard that was directed atsomeone else. Any manager or supervisor who learns of or observes harassing or inappropriatebehavior, or receives a complaint about this kind of behavior, should immediately report thebehavior or complaint to the Human Resources Department or a Department Head.Lawrence will investigate the situation and take timely and appropriate action to address andcorrect the situation. Every employee must cooperate fully during any fact-finding initiated byLawrence, providing honest and complete information. Employees cannot choose to “stay out ofit” if they are asked for information to which they have access.Failure to participate fully and honestly in the investigative process or in any fact-finding processinitiated by Lawrence is a serious violation of company policy and grounds for corrective action,which may include termination from employment.Liability for HarassmentAny Lawrence employee who is found to have violated this policy is subject to disciplinaryaction, up to and including termination from employment. Employees may also be subject topersonal legal liability for violation of this policy.Employees wanting more information about our harassment policy or complaint process shouldcontact a supervisor or the Human Resources Department.Individuals and Conduct CoveredThese policies apply to all applicants and employees, whether related to conduct engaged in byfellow employees or someone not directly connected to Lawrence (e.g., an outside vendor,consultant or customer).Conduct prohibited by these policies is unacceptable in the workplace and in any work-relatedsetting outside the workplace, such as during business trips, business meetings and businessrelated social events.Complaint ProcessIndividuals who believe they have been the victims of conduct prohibited by this policy statementor who believe they have witnessed such conduct should discuss their concerns with theirimmediate supervisor, Human Resources or any member of management.3

When possible, Lawrence encourages individuals who believe they are being subjected to suchconduct to promptly advise the offender that his or her behavior is unwelcome and request that itbe discontinued. Often this action alone will resolve the problem. Lawrence recognizes,however, that an individual may prefer to pursue the matter through complaint procedures.Lawrence encourages the prompt reporting of complaints or concerns so that rapid andconstructive action can be taken before relationships become irreparably strained. Therefore,although no fixed reporting period has been established, early reporting and intervention haveproven to be the most effective method of resolving actual or perceived incidents of harassment.Any reported allegations of harassment, discrimination or retaliation will be invest

This handbook is designed for all employees of Lawrence Transportation Company including its divisions, subsidiaries, and affiliates (“Lawrence” or the “Company”). This handbook is not a contract. Your employment with Lawrence is and will remain one of “at-will” employment.

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