Employee Handbook

When you read this, the best thing to keep in mind is the golden rule, "Do unto others as you would have them do unto you."

If you ever find yourself in a perceived bind with respect to any policy, the truth is the best possible path out of it.

This is a basic rundown of the policies followed by the company. (Modeled on...)

• At-will employment

  Employment with this company is "at-will." This means employees are free to resign at any time, with or without cause, and the company may terminate the employment relationship at any time, for any lawful reason, with or without cause or advance notice. As an at-will employee, you are not guaranteed employment with the company for any set period of time.

  The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by the company, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between the company and any of its employees. (Modeled on...)

• Anti-harassment and non-discrimination policy

  Employer will not discriminate and will not permit supervisors, managers, or other employees or agents of employer to discriminate in hiring, terminating, promoting, disciplinary action, compensation, or any other conditions or decisions of employment. No discriminatory behavior based on race, religion, national origin, gender, gender identity, sexual orientation, age, disability, or other protected category will be tolerated on these premises.

  Employer will not permit any form of harassment in the workplace. Employer believes all employees, prospective employees, customers, vendors, and other visitors deserve respect and dignity. Harassment based on any individual's race, religion, gender, gender identification, sexual orientation, national origin, age, disability, or other protected characteristic will result in disciplinary action up to and including termination. All employees must abide by this policy.(Modeled on...)

• Immigration Law Compliance

  This policy is to inform you that the company is committed to only hiring individuals who are authorized to work in the United States and that the company complies with employment eligibility verification rules. We use ADP to verify your eligibility to work here. (Modeled on...)

• Employment Classifications(Full-time, part-time, Exempt and Non-exempt)
• Leave of absence and time off benefits
  Federal Holidays (A federal holiday that occurs on a Saturday is observed on the preceding Friday, and a federal holiday that occurs on a Sunday is observed on the following Monday)
  • (5)New Year’s Day: January 1
  • (9)Martin Luther King, Jr. Day: Third Monday of January
  • (10)President’s Day (George Washington’s Birthday): Third Monday of February
  • (6)Memorial Day: Last Monday in May
  • (15)Juneteenth: June 19
  • (3)Independence Day: July 4
  • (4)Labor Day: First Monday in September
  • (14)Indigenous Peoples’ Day (also observed as Columbus Day): Second Monday in October
  • (13)Veterans Day: November 11
  • (2)Thanksgiving Day: Fourth Thursday in November
  • (1)Christmas Day: December 25
  Other Holidays
  • (7)Day after Thanksgiving
  • (8)Christmas Eve
  • (11)Good Friday
  • (12)New Year's Eve

  Just take 1-6 plus four additional days from 7-15, because 1-6 are taken by 89-97% of employees on average and 7-15 are taken by less than 39% of employees on average. After that, you have two additional weeks of vacation.

  As of right now, there isn't a requirement in the state of Mississippi for sick leave. If you need time off due to an illness, talk to your manager.

  As time passes, there will be modifications to accommodate changes in seniority, locations, etc.

  (Modeled on...)

• Meal and break periods

  We follow the typical 9-5. However, most of the work is tied to work items being completed. Outside of planning meetings, stand ups, demos and other scheduled meet ups, it is up to you to manage your time accordingly.

• Timekeeping and pay

  From the employee end, all that is needed is a weekly email to your manager on Friday with a list of work items you worked on in a given day with an amount of time worked on it in parentheses next to the work item. This should be done for each day of the week with the total for each day being eight hour and 40 hours for the week.

  All of the pay, Individual coverage Health Reimbursement Arrangements (ICHRA), 401k, etc. will be managed through ADP.

• Safety and health - OSHA Poster
• Use of company equipment

  Generally speaking, the company would like use of the equipment to be work related. Some but not all examples of this include software installed/used on the machines, websites visited and any other use of the machine. Don't do anything that you foresee having to lie about one day, because all of your activities are tracked and logged.

  Just return the equipment. There will be qr codes attached to the equipment. Upon separation, return any equipment to the company in person or to a UPS store to be shipped back to the office by ReadyCloud.

• Employee conduct, attendance and punctuality

  You are expected to show up to all scheduled meeting in a timely manner and comport yourself in a professional manner. We don't have a formal dress code, but you are asked to at the very least be somewhat put together in dress and action.

  This is an alcohol and drug free workplace. If you want to read the policy, it is here.

  The alcohol and drug policy mentions that a five day notice must be given for arrests for driving under the influence, but the same applies to other offenses in so far as they might show up on background checks performed by the clients. The company would like to have advanced notice, so as to put you in the best possible light and provide evidence of mitigating circumstances where applicable.

• Complaints and/or reporting violations of this handbook

  After making a good faith effort where possible to resolve any issues that you have found, report any violations of the policies to your manager or the head of human resources.

• Summation

  Remember, in all things that you do here, honesty is your best friend. You are being paid to do a job. Anything you do that inhibits your or another's ability to do their job can be grounds for termination.