Leaves of Absence
Employees requiring time off from work may apply for a leave of absence. All leaves must be approved by management. For planned leaves, employees must submit requests at least in advance. Emergency leaves must be requested as soon as possible. Accepting/performing another job or applying for unemployment benefits during leave will be considered voluntary resignation. We consider all requests in terms of effect on the Company and reserve the right to approve or deny requests at will, except when otherwise directed by law. Any request for a leave of absence due to disability will be subject to an interactive review. A medical leave request must be supported in a timely manner by a certification from the employee's health care provider. Extension of leave must be requested and approved before the current leave ends. No employee is guaranteed reinstatement upon returning from leave, unless the law states otherwise. However, the Company will try to reinstate each returning employee in his or her old position, or one that is comparable. Below are the three main types of leave that offers employees. Some, but not all, are governed by law.
Work-Related Sickness & Injury
Employees eligible for Worker's Compensation rendered unable to work because of work-related injury Or illness will receive an unpaid leave for the period required. For eligible employees, the first 12 weeks will be treated concurrently as a family and medical leave under the Family and Medical Leave Act.
Section 6. Employment Benefits
The following is merely an overview of the Company's benefits package. It does not contain all relevant information. Please contact to obtain all details.
Workers' Compensation
Workers' Compensation laws compensate for accidental injuries, death and occupational disabilities suffered in the course of employment. Provides Workers' compensation Insurance for all employees. Generally, this includes lost wages, disability payments and hospital, medical and surgical expenses (paid directly to hospital/physician) and assistance in injured employees in returning to suitable employment.
Social Security Benefits (FICA)
Both employees and the Company contribute funds to the federal Social Security Program, which provides retirees with benefit payments and medical coverage.
Section 7. Rules of Conduct On the Job
Reporting for Work
Employees are expected to begin and end each shift at the time and on the day appointed. You must inform your supervisor before the start of the work day if you will be absent or late, and obtain his or her permission to leave early. Absences and late arrivals will be recorded. Should your absences or tardiness exceed a reasonable limit, you will be subject to disciplinary action and possible termination. Failing to call one's supervisor or report to work for consecutive workdays will be considered voluntary resignation, and result in removal from payroll.
Staying Safe
Safety in the workplace is the Company's number one priority. You must inform your supervisor in the event of unsafe conditions, accident or injury, and use safe working methods at all times.
Meals & Breaks.
Cell phones brought to work must be on silent or vibrate mode to avoid disrupting coworkers. They may only be used during breaks and meal periods, away from where others are working. If cell phone use interferes with operations in any way, an employee's cell phone privilege may be rescinded and disciplinary action, up to and including termination, may be used.
Employees who receive Company cell phones should strive to use them for Company business only. All phones must be shut off during meetings.
Rules & Policies
Confidentiality
No previous or current employee may disclose or give access to confidential Company information, in any way or at any time, unless otherwise authorized by Management.
Discrimination & Harassment
In keeping with our Equal Opportunity Employment clause, the Company will not tolerate on-site discrimination or harassment on any legally protected basis, including that of physical characteristics, mental characteristics, race, religious or political views, nationality, disability, medical condition, sex, sexual preference, or gender identification. Harassment and discriminatory behavior among employees or contractors will result in disciplinary action, with the possibility of termination. Discrimination and harassment by customers or other business associates should be immediately reported to your supervisor, at which point the Company will investigate and take corrective action. You are welcome to seek legal relief if you find the Company's actions inadequate.
Drugs & Alcohol
Good performance on the part of our employees is crucial to success. For this reason, we strictly forbid employees to do the following while at work*:
- - Drinking alcohol and selling, purchasing or using illegal drugs at work. An "illegal drug" is any drug that has not been obtained by legal means. This includes prescription drugs being used for no prescribed purposes.
- - Possession of any non-prescribed controlled substance, including alcohol and legal illegally obtained prescription drugs.
- - Reporting for work intoxicated. We reserve the right to test employees for substance abuse. Illegal drugs, illegal drug metabolites, or excessive alcohol in your system will result in disciplinary action.
The Company cares about the overall health and well-being of its employees. Any employee who feels that he/she is developing a substance abuse problem is urged to seek help. The Company will grant time off (within reason) for rehabilitation. Be advised, however, that this will not excuse a substance related offense. In some cases, completion of Company-approved rehabilitation program may serve as an alternative to termination. A P.iece of Company property, including company vehicles, as well as during Work Hours.
Disciplinary Action
The Company takes disciplinary matters very seriously and will exact discipline as it sees fit for any unacceptable action or behavior. These may include:
- Excessive lateness and/or absence
- Improper or indecent
- Conduct Poor communication
- Uncooperative attitude
- Abuse, perfunctory or unauthorized use, or unauthorized possession of Company property
- Unauthorized use or disclosure of Company information
- Possession and/or use of illegal drugs, weapons, or explosives.
- Illegal harassment and/or discrimination - of any kind Violation of Company policy.
Disciplinary action may consist of anything from verbal/written warnings and counseling to demotion, transfer, suspension, or termination. Rather than follow rote procedures, the Company will handle each matter individually to ensure fairness to all involved. Please review and internalize the list of "Don'ts" above, and make an effort to use good judgments at all time.
Workplace Inspections
At, we have a responsibility to protect our employees and our property. For this reason, we reserve the right to inspect the following, at any time, with or without notice:
- Computers and other
- equipment
Company vehicles
Any personal possessions brought onto Company premises, such as handbags, briefcases, and vehicles.
All inspections are compulsory. Those who resist inspection may be denied access to Company premises.
At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook
Employee:
I acknowledge that I have received a copy of the Employee Handbook, which contains vital information on the Company's policies, procedures and benefits.
I understand that this handbook's policies are intended only as guidelines, not as a contract of employment. I understand that my employment is on "at-will" terms and therefore subject to termination, with or without notice or obvious reason, by myself or the Company. Changes to my "at - will" status may only take the form of a written agreement signed by an authorized member of the Company as well as myself. This agreement supersedes all prior/contemporaneous inconsistent agreements.
I understand that the Company may change its policies, procedures, and benefits at any time at its discretion, as well as interpret or vary them however it deems appropriate.
I have read (or will read) and agree to abide by all policies and procedures contained therein.
EMPLOYEE SIGNATURE
MATTHEW D FOSS
(HR, MANAGER)
DATA CONFIRMATION PAGE
| Full Name _______________ | Date of Birth ___________ |
| Passport Number _________ | Country _________________ |
I acknowledged that the above information is true to the best of my knowledge.
Sign: …………………………… Date: …………………………..
Print Offer Letter
Alpha Staffing Solutions. 160 Geary Ave, Toronto, ON M6H 2C5, Canada
Please tell me is this fake or not.
