NATIONAL TEAM MEMBER HANDBOOK - Abm
NATIONAL TEAM MEMBER HANDBOOKABM National Team Member Handbook - September 2021
TABLE OF CONTENTSPAGEPURPOSE OF TEAM MEMBER HANDBOOK . 1EMPLOYMENT AT-WILL . 2GENERAL INFORMATION – LETTER FROM OUR CEO . 2Welcome . 2COMMITMENT TO DIVERSITY AND SAFE WORKING ENVIRONMENT . 4Equal Employment Opportunity . 4Complaint Procedure . 4Protection Against Retaliation . 4Sexual and Other Unlawful Harassment. 5Sexual Harassment Defined . 5Other Types of Harassment . 6Complaint Procedure . 7Leader’s Responsibility . 7Protection Against Retaliation . 8Good Faith . 8Support for Individuals Impacted by Harassment or Retaliation . 8Disability and Accommodation. 8Religious Accommodation . 9GENERAL EMPLOYMENT PRACTICES. 10Employee Classifications . 10Exempt Employees . 10Nonexempt Employees . 10Full-Time Employees . 10iABM National Team Member Handbook - September 2021
Part-Time Employees . 10Temporary Employees . 10Staff and Management. 11Front Line Team Member . 11Employment of Minors . 11Employee Eligibility and Work Authorization . 11Nepotism and Personal Relationships . 11Potential for Conflicts . 12Consensual Relationships Policy. 13Background Checks . 13Personnel Files . 14Personal Data Changes . 14Voluntary Open Door Policy . 14Dispute Resolution and Mutual Arbitration Agreement . 15WORKPLACE CONDUCT . 16Standards of Conduct . 16Reporting and Anti-Retaliation Policy . 17Confidential Company Information . 21Personal Appearance and Grooming . 22Religious, Medical and Disability Accommodations . 23Attendance and Punctuality . 23Contact with the Media . 24PAY PRACTICES. 24Payment of Wages . 24iiABM National Team Member Handbook - September 2021
Reporting Errors and Obtaining More Information . 24Meal and Rest Breaks . 25Lactation Accommodation . 25Timekeeping . 26Nonexempt Employees . 26Exempt Employees . 27Overtime . 28On-Call Pay . 28TIME OFF AND LEAVES OF ABSENCE . 29Time Off and Leaves of Absence . 29Holidays . 30Vacation . 31Paid Sick Leave . 33Personal Leave . 37Family and Medical Leave . 38Notice and Certification . 41Military Leave. 45Jury and Witness Duty Leave . 47Time Off to Vote . 47Bereavement Leave . 47Other Leaves of Absence . 47WORKPLACE SAFETY AND SECURITY . 48Workplace Violence . 48Weapons in the Workplace . 49iiiABM National Team Member Handbook - September 2021
Workplace Bullying . 50Reporting and Response . 50Anti-Retaliation . 51Work-Related Injuries . 51Smoke-Free Workplace . 51Drug-Free Workplace . 51Drug Use/Distribution/Possession/Impairment. 52Alcohol Use/Distribution/Possession/Impairment. 52Prescription and Over-the-Counter Drugs. 52Counseling and Rehabilitation . 53Company’s Right to Search . 53Visitors . 54USE OF COMPANY EQUIPMENT AND RESOURCES . 54Company Equipment . 54Company Resources . 55Electronic Resources. 55No Solicitation. 55Software . 56Employee Responsibility . 56Computer and Systems Security . 56Email Content Screening . 56Driving for Company Business . 57No Solicitation/Distribution of Literature. 57EMPLOYEE BENEFITS . 58ivABM National Team Member Handbook - September 2021
REFERENCES AND VERIFICATIONS OF EMPLOYMENT . 58APPENDIX A . 59MUTUAL ARBITRATION AGREEMENT . 59APPENDIX B . 63ABM Industries Incorporated . 63Code of Business Conduct . 63Guidance and Administration . 65Conflicts of Interest . 65Gifts and Gratuities . 67Bribery and Corruption . 67Antitrust/Competition. 68Insider Trading and Speculation . 68Compliance with Laws, Regulations and Policies . 69Modern Slavery and Human Trafficking . 69Fair Dealing . 70Protection and Proper Use of Company Assets. 70Political Contributions and Activities . 70Health and Safety . 71Harassment, Discrimination and Workplace Violence. . 71Wages, Hours and Working Conditions . 71Retaliation . 72Sustainability. 72Confidentiality . 72Data Security . 72vABM National Team Member Handbook - September 2021
Social Media . 73Accounting and Recordkeeping . 73Penalties for Violations . 74Waivers . 74Finding Assistance and Reporting Illegal or Unethical Behavior . 74How to Obtain More Information . 75CERTIFICATION . 75APPENDIX C . 76Employee Rights Under the Family and Medical Leave Act . 76viABM National Team Member Handbook - September 2021
Purpose of Team Member HandbookThis Team Member Handbook contains information about the employment policies andpractices of ABM. These policies reflect the Company’s values, and we expect eachemployee to read this Team Member Handbook carefully as it is a valuable referencefor understanding your job and ABM. Throughout this Team Member Handbook, theterms “team member” and “employee” mean an employee of ABM or its affiliatedcompanies.This Team Member Handbook supersedes all previously issued Team MemberHandbooks and any inconsistent verbal or written policy statements made or issuedbefore this Team Member Handbook, except for any arbitration agreement or MutualArbitration Agreement to the extent it is applicable to you. Except for the policy of at-willemployment, and except for any arbitration agreement or Mutual Arbitration AgreementABM reserves the right to revise, delete, and add to the provisions of this Team MemberHandbook. All such revisions, deletions, or additions must be in writing. Updates to theTeam Member Handbook and updates to the state-specific supplements to the TeamMember Handbook (discussed below) will be posted regularly on ABM’s website atwww.abm.com and the updated versions of the Team Member Handbook and statespecific supplements will be binding on employees once posted. No oral statements orrepresentations can change the provisions of this Team Member Handbook.Nothing in this Team Member Handbook, constitutes, or is intended to constitute, anexpress or implied contract that guarantees continued employment for any employee.No manager or supervisor has any authority to enter into a contract of employmentexpress or implied that changes or alters the at-will employment relationship. Only theChief Human Resources Officer of the Company or that person’s authorizedrepresentative has the authority to enter into an employment agreement thatalters the at-will employment relationship and any such agreement must be inwriting signed by the Chief Human Resources Officer of the Company or anauthorized representative.Not all of the Company’s policies and procedures are set forth in this Team MemberHandbook. We have summarized only some of the more important ones. If an employeehas any questions or concerns about this Team Member Handbook or any other policyor procedure, please ask your supervisor, your Human Resources Representative, oranother member of management.Nothing in this Handbook or in any other document or policy is intended to violate anylocal, state or federal law. Nothing in this Handbook is intended to limit any concertedactivities by employees relating to their wages, hours or working conditions, or any otherconduct protected by Section 7 of the National Labor Relations Act. Furthermore,nothing in this Handbook prohibits an employee from reporting concerns to, filing acharge or complaint with, making lawful disclosures to, providing documents or otherinformation to or participating in an investigation or hearing conducted by the EqualEmployment Opportunity Commission (“EEOC”), National Labor Relations Board1ABM National Team Member Handbook - September 2021
(“NLRB”), Securities and Exchange Commission (“SEC”) or any other federal, state orlocal agency charged with the enforcement of any laws.This Team Member Handbook apples to employees working in a state that may providegreater or different rights. Employees will receive a state-specific supplement to theTeam Member Handbook that provides information and policies applicable toemployees working in that state. The Company complies with applicable state and locallaws.To the extent employees are covered by a collective bargaining agreement, thecollective bargaining agreement prevails over any inconsistent term in this TeamMember Handbook and any applicable state-specific supplement,Employment At-WillEmployment with ABM is at-will, unless state law provides otherwise subject to anyapplicable collective bargaining agreement. This means that employment may beterminated for any or no reason, with or without cause or notice at any time by theemployee or by the Company. Nothing in this Handbook or any oral statement shall limitthe right to terminate at-will. This at-will employment policy is the sole and entireagreement between the employee and ABM as to the duration of employment and thecircumstances under which employment may be terminated. No manager or supervisorhas any authority to enter into a contract of employment express or implied thatchanges or alters the at-will employment relationship. Only the Chief HumanResources Officer of the Company or that person’s authorized representative hasthe authority to enter into an employment agreement that alters the at-willemployment relationship and any such agreement must be in writing signed bythe Chief Human Resources Officer of the Company or an authorizedrepresentative.GENERAL INFORMATION – LETTER FROM OUR CEOWelcomeMore than 100 years ago, ABM began with a simple idea: a mop and a bucket. Now, ABM is adynamic, multi-dimensional, integrated provider of facility solutions for clients.From day one at ABM, you will find that the people around you, including myself, will set you upfor success. We will provide you with the tools and resources to not only exceed our clients’expectations, but also strengthen your standing as a professional in the facility management(FM) industry.It all starts with our Purpose, Vision, Mission and Core Values.PURPOSE – To take care of the people, spaces and places that are important to you.VISION – To be the clear choice in the industries we serve through engaged people.MISSION – To make a difference, every person, every day.2ABM National Team Member Handbook - September 2021
CORE VALUES – Respect – Integrity – Collaboration – Innovation – Excellence – TrustThis is why ABM exists. Before you begin work each day, ask yourself: how can I make adifference.The ABM Team Member Handbook lays the groundwork for expectations between you andABM. While no single resource can cover everything you need to know as a new team member,this Handbook is a great way for you to start your ABM career strong. Aligning with theABMWay. the Handbook allows us to deliver consistent excellence and make a difference forour team membersRefer to the Handbook regularly for guidance on basic company policies. Your HumanResources Representative and manager can also answer any questions you may have aboutthe company and your role in the business.The foundation of a company's success is its people, and our foundation is strong! As you growwith ABM and collaborate with your colleagues, I am confident that we will be that muchstronger.Make a difference!Scott SalmirsPresident and Chief Executive Officer3ABM National Team Member Handbook - September 2021
COMMITMENT TO DIVERSITY AND SAFE WORKINGENVIRONMENTEqual Employment OpportunityABM is an equal opportunity employer. In accordance with applicable law, we prohibitdiscrimination against any applicant or employee based on any legally-recognizedbasis, including, but not limited to: race, color, religion, sex (including pregnancy,lactation, childbirth or related medical conditions), sexual orientation, gender identity,age (40 and over), national origin or ancestry, citizenship status, physical or mentaldisability, genetic information (including testing and characteristics), veteran status,uniformed servicemember status or any other status protected by federal, state or locallaw. Our commitment to equal opportunity employment applies to all persons involved inour operations and prohibits unlawful discrimination by any employee, includingsupervisors and co-workers.Complaint ProcedureAny employee who believes that they have been harassed, discriminated against orsubject to retaliation by a co-worker, supervisor, agent, client, vendor or customer ofABM, in violation of ABM policies, or who is aware of such harassment, discriminationor retaliation against others, should immediately provide a written report to:1. The ABM Compliance Hotline at 1-877-253-7804 or abmhotline.ethicspoint.com2. Your local Human Resources Representative or regional HR Director; orAfter a report is received, a thorough and objective investigation by Human Resourceswill be undertaken. The investigation will be completed and a determination made andcommunicated to the employee as soon as practical. The Company expects allemployees to fully cooperate with any investigation conducted by the Company into acomplaint of proscribed harassment, discrimination or retaliation, or regarding thealleged violation of any other Company policies, and during the investigation, to keepmatters related to the investigation confidential.If we determine that this policy has been violated, remedial action will be taken,commensurate with the severity of the offense. Appropriate action will also be taken todeter any future harassment or discrimination prohibited by this policy. If a complaint ofprohibited harassment, discrimination or retaliation is substantiated, appropriatedisciplinary action, up to and including termination of employment, will be taken.The Equal Employment Opportunity Commission ("EEOC") and equivalent stateagencies will accept and investigate charges of unlawful discrimination or harassment atno charge to the complaining party.Protection Against RetaliationRetaliation is prohibited against any person by another employee or by ABM for usingthis complaint procedure, reporting proscribed harassment, or for filing, testifying,4ABM National Team Member Handbook - September 2021
assisting or participating in any manner in any investigation, proceeding or hearingconducted by a governmental enforcement agency. Prohibited retaliation includes, butis not limited to, termination, demotion, suspension, failure to hire or consider for hire,failure to give equal consideration in making employment decisions, failure to makeemployment recommendations impartially, adversely affecting working conditions orotherwise denying any employment benefit.An employee should report any retaliation prohibited by this policy to:1. The ABM Compliance Hotline at 1-877-253-7804 or abmhotline.ethicspoint.com2. Your local Human Resources Representative or regional HR Director; orAny report of retaliatory conduct will be investigated in a thorough and objectivemanner. If a report of retaliation is substantiated, appropriate disciplinary action, up toand including termination of employment, will be taken.Sexual and Other Unlawful HarassmentABM is committed to providing a work environment that is free of prohibitedharassment. As a result, the Company maintains a strict policy prohibiting sexualharassment and harassment against applicants and employees based on any legallyrecognized status, including, but not limited to: race, color, religion, sex, pregnancy(including lactation, childbirth or related medical conditions), sexual orientation, genderidentity, age (40 and over), national origin or ancestry, physical or mental disability,genetic information (including testing and characteristics), veteran status, uniformedservicemember status or any other status protected by federal, state or local law.The Company’s anti-harassment policy applies to all persons involved in its operations,regardless of their position, and prohibits harassing conduct by any employee of ABM,including supervisors, managers and nonsupervisory employees. This policy alsoprotects employees from prohibited harassment by third parties, such as customers,vendors, clients, visitors, or temporary or seasonal workers. If such harassment occursin the workplace by someone not employed by ABM, the procedures in this policyshould be followed. The workplace includes: actual worksites, any setting in whichwork-related business is being conducted (whether during or after normal businesshours), company-sponsored events, or company owned/controlled property.Sexual Harassment DefinedSexual harassment includes unwanted sexual advances, requests for sexual favors orvisual, verbal or physical conduct of a sexual nature when: Submission to such conduct is made a term or condition of employment; or Submission to, or rejection of, such conduct is used as a basis for employmentdecisions affecting the individual; or5ABM National Team Member Handbook - September 2021
Such conduct has the purpose or effect of unreasonably interfering with anemployee's work performance or creating an intimidating, hostile or offensiveworking environment.Sexual harassment includes various forms of offensive behavior based on sex. Thefollowing is a non-exhaustive list of the types of conduct prohibited by this policy: Unwanted sexual advances or propositions (including repeated and unwelcomerequests for dates); Offers of employment benefits in exchange for sexual favors; Making or threatening reprisals after a negative response to sexual advances; Visual conduct: leering, making sexual gestures, displaying of sexually suggestiveobjects or pictures, cartoons, posters, websites, emails or text messages; Verbal conduct: making or using sexually derogatory comments, innuendos,epithets, slurs, sexually explicit jokes, or comments about an individual’s body ordress, whistling or making suggestive or insulting sounds; Verbal and/or written abuse of a sexual nature, graphic verbal and/or writtensexually degrading commentary about an individual's body or dress, sexuallysuggestive or obscene letters, notes, invitations, emails, text messages, tweets orother social media postings; Physical conduct: touching, assault or impeding or blocking normal movements; Retaliation for making reports or threatening to report sexual harassment.Other Types of HarassmentHarassment on the basis of any legally protected status is prohibited, includingharassment based on: race, color, religion, sex, pregnancy (including lactation,childbirth or related medical conditions), sexual orientation, gender identity, age (40 andover), national origin or ancestry, physical or mental disability, genetic information(including testing and characteristics), veteran status, uniformed servicemember statusor any other status protected by federal, state or local law. Prohibited harassment mayinclude behavior similar to the illustrations above pertaining to sexual harassment. Italso includes, but is not limited to: Verbal conduct including taunting, jokes, threats, epithets, derogatory comments orslurs based on an individual’s protected status; Visual and/or written conduct including derogatory posters, photographs, calendars,cartoons, drawings, websites, emails, text messages or gestures based on anindividual’s protected status; and6ABM National Team Member Handbook - September 2021
Physical conduct including assault, unwanted touching or blocking normalmovement because of an individual’s protected status.Complaint ProcedureAny applicant or employee who believes that they have been subjected to prohibitedharassment or retaliation by a co-worker, supervisor, manager , client, visitor, vendor,customer or temporary or seasonal worker of ABM, or who believes another individualhas been subject to such conduct, should report it immediately. Applicants andemployees are encouraged to report concerns, even if they relate to incidents in thepast, involve individuals who are no longer affiliated with ABM, or concern conductoccurring outside of work if it impacts the individual at work.Reports should be made to:1. The ABM Compliance Hotline at 1-877-253-7804 or abmhotline.ethicspoint.com2. Your local Human Resources Representative or regional HR Director; orEmployees are encouraged, but not required, to communicate to the offending personthat the person’s conduct is offensive and unwelcome. Any lead, foreperson, supervisoror manager who receives a complaint of harassment or retaliation must immediatelyreport the allegation to Human Resources.After a report is received, a thorough and objective investigation will be undertaken.Confidentiality will be maintained to the extent practical and permitted by law.Investigations will be conducted as confidentially as possible and related information willonly be shared with others on a need-to-know basis. The investigation will becompleted and a determination made and communicated
ABM National Team Member Handbook - September 2021 NATIONAL TEAM MEMBER HANDBOOK . TABLE OF CONTENTS PAGE i ABM National Team Member Handbook - September 2021
Chapter 1 provides a brief introduction to ABM Analyzer, ABM, and Discoverer. Chapter 2 Chapter 2 discusses how to use, create, copy, and customize ABM Analyzer workbooks. Chapter 3 Chapter 3 describes the four standard workbooks available in ABM Analyzer. Chapter 4 Chapter 4 explains how to add ABM attribute folders to a worksheet. Chapter 5
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Anaesthetic Machine Anatomy O 2 flow-meter N 2 O flow-meter Link 22. Clinical Skills: 27 28 Vaporisers: This is situated on the back bar of the anaesthetic machine downstream of the flowmeter It contains the volatile liquid anaesthetic agent (e.g. isoflurane, sevoflurane). Gas is passed from the flowmeter through the vaporiser. The gas picks up vapour from the vaporiser to deliver to the .
