Employee Handbook

you can’t
unscramble
scrambled
eggs.

NOVEMBER 2009 - SECOND EDITION

 Eggsellent Work!

Employee Handbook

Contents

Mission 2
Welcome 3
Employment 4
Termination of Employment 7
Your Compensation 9
Employee Conduct, Ethics & Expectations 17
Your Workplace 20

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Mission Welcome
We endeavour to provide the best possible services & products Our business and personal success depends both upon
that satisfy, enrich and build value for our clients, employees individual efforts and how well we work together as a team.
and all stakeholders, whilst ensuring the continuous and long Through teamwork and cooperation, we must provide our clients
term profitability of the company. and all stakeholders with quality services and remain flexible in
order to respond quickly to any changes in the market.
Our mission is based on the following values;
This Handbook provides you with understandable explanations
We will be the best at what we do,
of operating policies, practices, benefits and expectations.
We will conduct our business affairs with integrity. We value Knowing what we expect from you, and what you may expect
exemplary ethical standards at all times by employees, from us is important. We believe the Handbook will serve as a
We believe in providing value to our clients, employees and useful guide to you in your daily activities. Keep in mind that it
other stakeholders at all times, cannot cover all subjects, answer every question or anticipate
every situation.
We believe in maximizing profit to ensure long term viability for
the company. During the first week of your employment, you will receive
important information regarding the performance requirements
of your position, basic Company policies, your compensation
and benefit plans, plus other information necessary to acquaint
you with your job and the Company. We encourage you to
ask any questions you may have during this time so that you
will understand the guidelines that affect your employment
relationship.
Employment with the Company is at-will. No manager or
supervisor, outside of the Directors or another authorized
representative of the Directors, has the authority to enter into
any agreements with you or to change any policies or guidelines
presented in this Handbook.
Since our business is constantly changing, the information in this
Handbook is subject to change. The Company may amend the
Company’s policies and guidelines at any time with or without
notice. If there is a conflict in the interpretation or intent of these
policies and guidelines, the Directors will have the authority to
resolve the issue.

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Employment spirit of cooperation. We must recognize that the Company’s

overall success depends upon the sum total of our individual
Equal Opportunity Employment
accomplishments.
The Company is committed to a policy of Equal Opportunity
Careless work, poor work habits, excessive waste and other
Employment in our dealings with both employees and
such signs indicating lack of satisfactory work performance
applicants for employment. As such, we provide equal
and/or interest, jeopardize our business and the future of our
employment opportunities without regard to race, color, age,
co-workers. Such performance issues cannot and will not be
religion, sex, sexual preference, national origin or disability. All
tolerated.
practices related to the employment, compensation, promotion,
termination, and all terms, conditions, and privileges of We believe that individuals will do a good job when they know
employment will be in accordance with this policy. All officers, what is required of them to perform their job properly. Therefore,
managers and supervisors are responsible for implementation of the Directors are responsible for ensuring that you know what is
the equal opportunity employment policy. These responsibilities expected of you as an employee. In turn, you are responsible for
include but are not limited to: discussing any questions you may have.
Providing equal treatment to all applicants during the hiring Open Door Philosophy
process; filling positions with the most qualified applicants;
We believe that good employee-employer relationships can exist
ensuring that opportunities for promotion are made equally
only if employees believe they have been treated equitably and
available to all qualified employees, and basing decisions on
fairly regarding the management policies, practices and actions
relative qualifications of candidates; providing reasonable
that influence this relationship. We also recognize that there
accommodations, as may be needed, to insure all candidates
are occasions when honest differences of opinion may occur.
receive equal consideration of their qualifications; and notifying
We will make every reasonable effort to resolve an employee’s
the Directors of any complaints of alleged discrimination of
concern in a prompt, considerate and impartial manner. In turn,
applicants or employees.
employees are encouraged to share and resolve their concerns,
The importance of fulfilling this policy cannot be over seek information and provide input to the Company.
emphasized. Any violation of the letter or spirit of this policy by
Employee Discipline (Progressive Discipline)
any employee of this Company will result in disciplinary action,
including, where appropriate, termination. The Company has high standards of conduct and performance
and expects each employee to approach his/her responsibilities
Employment At-Will
professionally. The key to maintaining these high standards is
All employees are employees at-will and, as such, are free to regular and effective communication and feedback between
resign at any time, with or without reason, and with or without employees and management.
advance notice. Similarly, the Company may terminate the
We will work jointly with employees to resolve any attendance,
employment of any employee at any time, with or without
conduct, performance or other work-related problems that may
reason, and with or without advance notice. Only a written
arise. Our desire is for such work-related counseling (progressive
employment contract, signed by the Directors can alter this at-
discipline) to be done on a timely basis, to have a positive
will employment relationship.
impact upon employee performance and morale and not to be
Your Performance discriminatory in any way. Generally, we will first discuss any
performance or work-related problem with you, point out where
We are all responsible for maintaining a high level of quality
improvement is necessary and explain what actions will correct
service while striving to meet established goals and objectives.
the problem.
Each of us must do our very best in our jobs and do so with a

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In the event this discussion and action plan does not result in the Termination of Employment
problem being corrected on a timely basis, further discussions
Voluntary Terminations
may be conducted. All ensuing discussions will be documented
and a copy will be maintained in your personnel file. Continued Employees resigning from the company are expected to give the
failure to correct identified problems will result in termination. Directors WRITTEN notice of their intent to leave. The employee
Serious performance problems or breach of conduct cases will then be expected to work the full notice period stipulated by
impacting sound business practice or the welfare of other Maltese Law, unless otherwise agreed between Directors and
employees will dictate more immediate attention. employee.

Outside Employment / Interests / Activities If you fail to live up to the conditions of your resignation or act
in a manner that is detrimental to the Company’s business, you
We expect full-time employees to consider us to be the primary
may be terminated immediately. Employees who are absent for
employer. If outside employment, interests or activities impair
three (3) consecutive days and do not contact the Company,
work performance or attendance, or create a conflict of interest
or who fail to return from an approved leave of absence on the
with us, you will be asked to discontinue your employment with
agreed upon date will be considered a voluntary termination.
us or the outside and/or limit your interests/activities with the
outside. The choice will be yours. Involuntary Terminations
When an employee’s attendance, conduct or work performance
is unsatisfactory, or when otherwise deemed appropriate by the
Company, he/she will be subject to discipline up to and including
termination depending upon the severity of the problem and the
employee’s record of performance.
Recognized causes for immediate termination may include, but
are not limited to the following:

• Blatant or willful violation of the Company’s policies,

standards of conduct and/or work practices.

• Any conduct contrary to the Company’s Policies on

Prohibited Substances,

• Workplace Violence, Prohibition of Harassment or Equal

Opportunity Employment.

• Rudeness or abuse to sponsors, players, co-workers,

suppliers or others who conduct business with the
Company.

• Dishonesty or fraudulent conduct, including but not limited

to suspicion of theft or misappropriation or unauthorized
removal of the Company’s or fellow employee’s funds or
property.

• Destruction of Company property.

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• Falsification and/or misrepresentation of Company records Your Compensation

such as an Application for Employment, time sheets, expense
Philosophy
report, requests for reimbursements, or travel expenses.
Our philosophy is to compensate employees in a manner
• Unauthorized disclosure of confidential/proprietary that allows the Company to attract and retain high caliber
information. employees like you. We will make every effort to insure that your
• Unsatisfactory work performance. pay is externally competitive, internally fair and performance
discriminating.
• Unacceptable behavior such as insubordination.
Employment Classifications
• Excessive absenteeism or tardiness.
The Company will classify positions to insure compliance with
• Failure to cooperate fully in all investigations. all laws, to determine the procedure for how employees will be
paid and to determine an employee’s eligibility for participation
• Failure to observe safety rules.
in various benefit programs. Classifications are:
Upon termination, accrued but unused vacation will not be paid
in the following instances: • Full-Time - An employee that follows a normal schedule
and is scheduled to work at least 40 hours per week for an
• When an employee terminates prior to completing indefinite period of time.
contractual probation periods.
• Part-Time - An employee that may or may not follow a
• An involuntary termination (with the exception of reductions normal schedule and generally works less than 40 hours per
in force) week for an indefinite period of time.
• An employee failing to give proper advance notice when • Temporary - An employee that is hired to work on a full-
terminating. time or part-time basis for a limited period of time or for
the duration of a specific project to meet the Company’s
fluctuating work needs. The period is typically less than
six (6) months. Seasonal employees typically fall in this
category.
Pay Periods
Generally employees will be paid on the last FRIDAY of the
month. This schedule may be changed at the discretion of the
Company. You will be advised of a change in pay periods at
least two (2) weeks in advance of any change. If the designated
payday falls on a holiday, payroll checks and direct deposits will
be distributed or made the preceding work day unless notified
otherwise.
The Company is required by law to make regular deductions
for National Insurance and PAYE taxes from your paycheck and
remit them directly to the government. No other deductions will
be made from your salary unless required or allowed by law or
contract. Employees who elect to have additional, voluntary

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deductions must authorize the Company to make such or is on a performance improvement plan will not be given
deductions in writing prior to payday. Salaries are paid by Direct merit consideration until performance is at an acceptable
Transfer. Your account details are kept on file for the purposes level.
of this transfer. We will not disclose your details to third parties
• All performance reviews, including annual and non-periodic,
nor will your details be available to anyone in the company other
should be documented whether a salary increase is
than the processing clerk.
proposed or not.
Mandatory Bonuses & Cost of Living Increases
• Employees may receive a non-periodic review of salary if
The Quarterly Government bonus is paid at the end of each there has been a significant increase in responsibilities or
quarter. This will be added to your salary according to the job duties.
normal Government schedule. Cost of living increases will also
be added accordingly.
Overtime
The Company may ask you to work in excess of normal working
hours. You will only work overtime if asked. If you are unable to
work overtime, you are responsible for notifying a Director prior
to the assignment of the additional hours.
Unless exempt by law, you will receive overtime pay for hours
worked in excess of 40 hours in a given work week. Overtime
pay is at a rate of one and one-half (1.5) times your regular hourly
rate. Only hours actually worked are considered when calculating
overtime. Exempt employees are not eligible for overtime
compensation. Overtime will only be paid on presentation of a
valid time sheet duly signed by a Director.
Professional Development Program
Details can be found in the PDP documentation.
Employee Performance Program
The Company strongly supports the concept of pay for
performance versus longevity or entitlement. Performance
means individual results in support of ongoing Company
business and financial objectives. As such:

• Employees will receive a performance review twice each

calendar year in January and June.

• A performance review does not mean an automatic

merit increase, although it will serve as a basis for salary
adjustment recommendations.

• An employee whose performance is not up to expectations,

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Time Off e-mail request should be sent to the HR Manager. Once approved
a copy of the approval will be lodged with administration. For
Leave
leave periods in excess of 3 days you must request leave 10
During the initial year (partial calendar year) of employment, WORKING DAYS PRIOR. When you request is for leave of 1or
full-time employees will begin to accrue leave on the 1st day of 2 days you need only notify the HR Manager 5 working days in
the following month in which they are hired. For example, if you advance. Leave will be scheduled to ensure that the departments
report to work on July 12th, you will begin to accrue leave as of and Company are sufficiently staffed to respond to all business
August 1st. matters. All employees must be responsible to ensure all work
You must complete three (3) months of continuous employment is in order before going out on leave and any urgent matters
before the accrued leave is vested or earned and you are should be handed over to one of their colleagues.
actually entitled to take leave. Full-time employees will accrue Holidays
leave based on length of service (anniversary date) with the
The Company will observe all feasts and holidays as stipulated
Company.
by Law. A holiday schedule will be published annually outlining
After completing three (3) months of continuous employment, the days on which holidays will be observed during the year. The
leave may be taken at any time during the calendar year in which Company sets 2 SHUT DOWN periods during the year in which
it is accrued. However, if you leave the company and have taken your leave is automatically removed - the Week of 15th August
more leave than has been accrued, we will deduct from your as well as the week of Christmas to New Year. Depending on
final paycheck any money owed the Company. when the holidays fall the number of days will be determined but
Leave must be taken in increments of at least 1/2 day (or 4 will not exceed 10 days in total. You are required to save your
hours). The Company encourages you to take your vacation vacation leave for these Shutdown periods.
during the calendar year in which it is earned. However, with Employees who are asked to work on a designated holiday will
Director approval, you may carry over up to five (5) days of your be paid one and one-half (1.5) times their regular rate of pay for
unused vacation to the following calendar year for future use. time worked.
No accumulation beyond these five (5) days will be allowed; Sick Leave
rather, the days will be forfeited if they are not taken in the
The Company provides full-time employees with paid time off
subsequent calendar year. Pay in lieu of vacation is generally
when they are absent from work for occasional absences due
not permitted.
to personal or family illnesses and personal or family health care
Permission for leave will not generally be given for less than half appointments. As such:
a day - it is preferable to work the extra hours necessary to make
up the days working hours - i.e. if you need an hour off to run an • Sick leave will begin to accrue on the 1st day of the month
errand, see the doctor etc., use common sense and come in an following completion of 90 days of continuous employment
hour early, or work the extra hour in the evening. The directors and will accrue at the rate of one (1) day per month on a
are not a police force and as always in these situations - exercise calendar year basis.
discretion and act sensibly. Permission must still be sought from
• When you are sick, you are expected to notify the HR
the HR manager to leave the office for personal errands.
Manager no later than 30 minutes after the beginning of
Application Procedure your scheduled work time. If you know in advance that you
will be late or absent, notification must be made as soon as
You should make the HR Manager aware of requested leave time
possible.
as far in advance as possible by way of an e-mail request. This

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• A Doctor’s Certificate is required from the third day of the above periods, as the employee may request:
illness.
If she is unable to avail herself of the maternity leave entitlement
• Always attempt to talk to the HR Manager directly. If they are before the date of confinement, the balance of entitlement may
not available, you should contact administration and leave a be used after confinement.
message where you can be reached. You should continue An employee on maternity leave shall be entitled to maternity
to notify the office each subsequent day regarding your leave with full wages during the first thirteen weeks of leave, with
progress and anticipated return to work date. the fourteenth week being unpaid.
• You cannot borrow against sick leave that you will accrue For more detailed information on Maternity Leave please refer
in the future. Neither can you carry over from one calendar to LN 439 of 2003 of Employment and Industrial Relations Act
year to the next any unused sick leave. 2002
• Sick leave is not considered as time worked when calculating Parental Leave
overtime nor is it payable at time of termination.
Parental leave is the individual right of both male and female
• SMS text messages and or emails are unacceptable workers to be granted unpaid parental leave on the grounds of
methods of notification. You must TALK to the HR Manager birth, adoption or legal custody of a child to enable them to take
to explain your situation. care of that child for a period of three months until the child has
attained the age of eight years. In the event that the parental
Other Time Off (With Pay)
leave was not availed of or there is still an existing balance of
You are expected to notify the HR Manager as soon as possible parental leave, an employee shall remain entitled to such leave
when time off from work is required for any of the following even if there is a change in the employer or in the employment
benefits. Additional time off in excess of what is granted below of the employee.
will require the use of earned but unused leave time before time
Bereavement Leave
off without pay or a leave of absence will be considered. Paid
time off for any of the benefits that follow is not considered as In the event of a death in the immediate family, full-time
time worked when calculating overtime. employees will be granted leave at full pay for a period not to
exceed five (5) days per bereavement leave. Immediate family
Maternity Leave
includes a domestic partner, parent, child, brother, sister (grand,
An employee may apply for maternity leave for an uninterrupted step and in-laws included), legal guardian or any relative residing
period of fourteen weeks. She has to notify the employer at in the employee’s household.
least four weeks before the maternity leave begins, in so far as
Jury / Witness Duty
is reasonably practicable.
If you are called to serve on a jury in the court system, you will
Maternity leave is availed of as follows:
be given reasonable time off with pay. Any juror fees you receive
(a) six weeks of the maternity leave entitlement to be taken may be retained. If you are subpoenaed to appear as a witness
compulsorily immediately after the date of confinement; in a court of law, you will be given time off, without pay, up to
(b) four weeks of maternity leave to be availed of immediately five (5) days.
before the expected date of confinement, unless agreed Personal Leave of Absence
otherwise between the employer and the employee;
The Company will provide unpaid personal time off to eligible
(c) the remaining balance of entitlement to be availed of, in employees for compelling personal considerations. All full-
whole or in part, either immediately before or immediately after time employees who have at least one (1) year of continuous

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service are eligible to apply for a personal leave of absence. The Employee Conduct, Ethics & Expectations
granting of such leave will be considered for personal time away
Business Ethics/Conflicts of Interests
from work that is not covered under other forms of leave such as
vacation, sick leave, disability and/or family/medical leave. This Mangion & Lightfoot Limited is committed to conducting business
leave, in most cases, will not extend past six (6) months. in the most official manner, free of any conflicts with sponsors
or others with whom we have business relationships and in
All vacation and sick leave (if applicable) must be taken before
full compliance with applicable laws. Therefore, the Company
a leave of absence will be granted. Employees requesting a
expects that its employees will not involve themselves, their
leave of absence should do so in writing to the HR Manager.
families or associates in anything including assets, business,
Advance notice is requested. The Board will then review the
liabilities, activities and/or relationships that could be in conflict
request for leave of absence. Return to work at the end of the
with the Company or which might reflect adversely upon the
leave will depend upon the availability of a vacancy for which the
Company. Employees should also avoid any appearance of
employee is qualified.
such conflict, since appearances from the perspective of other
The granting of a leave of absence does not guarantee employees or outsiders can be harmful, even if no actual conflict
reinstatement when the employee returns, as there may not be exists. The following types of activities are examples of conflicts
a vacancy. with the Company’s interest:

• Responsibilities in any business endeavor to the extent that

these duties distract from the full-time commitment required
of the position held with us.

• Conducting Company business with a firm in which the

employee, or close relative of the employee, has ownership
or interest unless authorised by a Director.

• Simultaneous employment or performing personal services

for a firm doing business with or competing with Mangion &
Lightfoot Limited.

• Misusing privileged information or revealing confidential or

restricted data to outsiders.

• Using one’s position in the Company or knowledge of its

affairs or those of its sponsors for outside personal gain.

• Borrowing money from customers, vendors, suppliers or

those with whom we may have business relationships.

• Giving or accepting gifts or entertainment of a value that

could create a potential conflict of interest with whom
we have or may have business relationships, foreign or
domestic.

• Engaging in practices or procedures that violate any laws

regulating the conduct of Company business.

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Discrimination and are responsible for ensuring that the workplace is free from
harassment, whether by employees or non-employees, at all
Employees who violate the intent of this policy will be subject
times.
to disciplinary action, up to and including termination of
employment, at the discretion of the Company. If a conflict Workplace Violence
arises, the Company reserves the right to require that the
The Company prohibits and will not tolerate the following by or
employee cease all controversial activities. Any interpretations
against employees, sponsors, or visitors of the Company:
of this policy will be at the discretion of the Directors and any
determination made by the Directors will be final. - physical confrontation,

Prohibited Substances - threats to use violence (implicit or explicit),

The Company promotes a safe and lawful working environment - harassment or intimidation (implicit or explicit), and/or
free of illegal drug use, alcohol abuse or abuse of other controlled - the possession and/or use of weapons on Company
substances. Substance abuse is inconsistent with the behaviors premises.
expected of all citizens and with our values at the Company.
Workplace violence will not be tolerated on Company property at
Substance abuse poses a hazard to the users, fellow employees
any time, or during working hours or while engaged in Company
and the general public. We strictly forbid the use, possession,
business regardless of location. Employees who violate the
manufacture, transfer, storage, distribution, purchase, attempted
intent of this policy will be subject to disciplinary action, up to
purchase, sale and/or attempted sale of prohibited substances
and including termination of employment, at the discretion of
by our employees at all times. The Company also forbids
the Company.
employees to report to work under the influence of prohibited
substances or any other substance, which may impair their All employees are responsible for ensuring that the workplace
ability to perform all essential job duties and/or may endanger is free from violence, whether by employees or non-employees,
fellow employees and the general public. at all times. Therefore, complaints of confrontations, threats,
harassment, intimidation or possession of a weapon should be
Employees are responsible for:
reported immediately.
• Abiding by the terms of the Prohibited Substances policy. Confidential & Proprietary Information
• Notifying the Directors of legally prescribed medications All employees at the Company have a moral, ethical and
that may significantly impair their physical or mental ability legal responsibility to protect the confidential and proprietary
in the performance of their duties. information of the Company. Employees are exposed to
confidential and/or sensitive information while they are working.
• Such medication must be prescribed by a licensed physician
The business knowledge and information acquired during your
for use by the person possessing the drug. Employees must
day’s work should stay within the confines of our operations.
keep all prescribed medicine in its original container, which
Employees who violate the intent of this policy will be subject
identifies the drug, date of prescription and prescribing
to disciplinary action, up to and including termination, at the
physician.
discretion of the Company.
Harassment
Solicitation
The Company strongly disapproves of and will not tolerate
harassment of any kind, including that based on race, color, We do not allow solicitation by any organization or employee
age, religion, sex, sexual preference, national origin or disability. during work time with the exception of charitable causes as
All employees must avoid offensive or inappropriate behavior approved by the Directors. Solicitation includes conversation

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to support any non-work activity, cause or organization as well • If you know in advance that you are going to be late or
as the distribution of literature and/or other non-work related absent, you should notify a Director as soon as possible by
materials. phone.
Smoking • In the event there was no prior knowledge of absence or
Smoking is not permitted in any area of the office other than the tardiness; you should notify a Director no later than 30
designated smoking area. If an employee wants to smoke, he/ minutes after the beginning of your scheduled work time.
she must use this designated area. Time spent smoking during Notification should be made directly to a Director and must
regular working hours must not interfere in any way with job be done by you personally. Having someone else call or
performance, and if it does, it will be dealt with as a discipline leaving a recorded message is not acceptable. If a Director
problem. is not available, you should contact administration and leave
a message where you can be reached.
Your Workplace
Any unreported absence of three (3) or more consecutive days
General Office Hours will be considered a voluntary termination.
As a member of the work team, it is important that you be present Housekeeping
and ready to start work when work begins. Our general office
Keep your work area tidy and your desk as free from clutter as
hours are from 8:30 a.m. to 5:30 p.m. Monday through Friday
possible. organise your papers and file as necessary. Do not
with a lunch break of one (1) hour. Lunch breaks are considered
leave rubbish lying around. After eating ensure that plates,
time not worked and should generally be taken between 11:00
cutlery & crockery are cleaned and put away, likewise for
a.m. and 2:00 p.m. You are expected to be at work during these
beverage cups and glasses. the kitchen is used by everyone -
designated periods unless otherwise approved. Depending on
please leave it clean when you’ve finished and if the bin is full,
the demands of a position, different hours may be required.
empty it and put in a new liner. If there are no liners please inform
Dress Guidelines administration. Treat the office as your home and look after it
We expect our employees to dress appropriately in the office, and your colleagues.
at events and for business meetings. Our typical style of dress Data Backups
is casual except in those situations where participation in
Data backups are carried out automatically on your Home
meetings requires more formal business attire. Common sense
Folder. Nothing else on your assigned machine is backed up so
prevails and it is incumbent upon you to know how to dress
if you want to ensure that documents are safe please keep them
appropriately. Shabby, untidy or unkempt appearance will not
in your home folder. Client work is stored on the server and this
be tolerated.
is also backed up every night.
Attendance
Personal Telephone Calls
We do not hire more employees than needed to meet scheduled
Personal telephone calls at work should be brief and kept to a
demands. Therefore, it is critical to the success of our business
minimum. No personal long distance calls should be charged to
that you report to work on time. Any absence or tardiness may
the Company. If you need to make an overseas call to a client
be considered excessive if it adversely impacts our business in
please advise one of the Directors.
any way.
Employee Whereabouts
The following procedures are intended to clarify the actions
necessary when you will be absent or tardy from work: All employees who need to be out of the office on company
business should advise colleagues if it is a short errand and for

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meetings and appointments it should be put in JobPro in the Safety

task list.
We will provide a safe working environment that protects
Company Network Acceptable Use employees and others from harm and protects property from
adverse damage and loss. The Company believes that personal
The Company provides access to the internet for work related
safety is the fundamental responsibility of each employee. No
tasks. Personal web browsing, file-sharing, P2P, streaming,
job is so important or urgent that it cannot be done in a safe
music downloading, social networking (Facebook etc), personal
manner.
blogging, myspace etc are not acceptable uses of the companies
infrastructure or your time in the office AND WILL NOT BE For everyone’s sake, you are expected to:
TOLERATED. It is incumbent upon the individual to gauge what
• Observe and comply with all safety regulations and
is appropriate - you may need to use MSN to keep in touch with
emergency procedures as well as comply with the letter and
work colleagues or friends and family - but you must not abuse
spirit of all applicable laws and regulations.
of this facility and spend all your time chatting!
The company does not allow the use of email for the sending • Hold self and others accountable for individual safety
of spam, unsolicited emails, obscene or profane material. Nor practices and the safe and proper use of Company tools,
does the company tolerate the dissemination of chain emails, equipment and/or assets.
multi-level marketing etc. • Use good judgment and common sense in all matters of
Please use your discretion. The network is not actively policed safety, while observing all rules and regulations to promote
but if it comes to the Directors notice that abuses are taking a safe environment.
place it will be necessary to implement much more stringent • Maintain a current driver’s license and notify the Company
controls on the type of data that is allowed on the network. of a suspended driver’s license if responsible for driving
Personal Computers, music players, data storage devices a Company vehicle or a personal vehicle on Company
business.
Personal laptops are not allowed on the company network, either
wired or wireless. Music players may be used with headphones Privacy of Employee Records
but not to the extent that they interfere with your ability to work The Company recognizes an employees’ right to privacy and
effectively in the office (not hearing the phone, or requests from will, therefore, make every effort to protect the confidentiality of
colleagues for example). No form of non-company data storage all information in its possession. Only the Company’s Directors
device may be connected to the network. may release information concerning an employee’s employment
Suspension of Operations history. The following information will be verified without the
consent of the employee (current or former):
In the event that the Company needs to suspend or delay
operations due to conditions beyond its control (such as • Dates of employment (hire and termination).
inclement weather, power cuts, etc), the Directors will close the
• Positions held during employment.
office. Notice of reopening will be communicated by the most
expeditious method available at the time. If the Company is not • Employment status (full-time, part-time or temporary).
officially closed, then employees are expected to make every The release of any other information will require a written request
reasonable effort to report to work. Any employee who will not from the inquirer, as well as a written consent from the employee
be able to work or will be late arriving should notify a Director. or former employee to release the information, except as
The Company will look at each situation on a case-by-case otherwise required by law.
basis.

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Employee Handbook

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