Employee Handbook Assignment

The Dillon, Strachan’, Lightfoot, Incorporated (DSL, Inc.) was formed in 1973. This handbook was originally conceived as a manual to inform employees of their rights. Therefore the scope of this handbook has been expanded to provide information on employee rights and procedures in cases of dismissal for cause under the existing DSL, Inc., Staff Personnel Policy.

The common phrase of “keep up the good work” does not mean you are safe from any actions. Further, a good evaluation or good raise alone does not imply safety. After reading and understanding this handbook it is our hope that each of you will know the laws, policies, and procedures that applies to you.

WELCOME

DSL, Inc. welcomes you to the company and commends you on your decision to join our team. DSL, Inc. is an industry leader in the manufacturing of steel beams. Our customers include many of the major companies in the world. The management team realizes that our employees are the number one asset of any successful company and we pride ourselves on the diverse that our corporate culture.

This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. DSL employees should familiarize themselves with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with our company.

As Owners of DSL, Inc., and on behalf of your co-worker, we welcome you and wish you every success. We believe that each and every employee contributes directly to the DSL, Inc. achievements, and we hope you will take pride in being a member of our team.

Welcome!

Sincerely,

Sheilah Dillon, Shawnte’ Strachan, and Frenda Lightfoot-Austin

Owners

Mission and Philosophy

It is the Mission of DSL, Inc to create, manufacture and distribute innovative, quality steel beams to the public. We pride our competitive and diverse work environment and aspire to an industry leader in workforce stability and employee satisfaction. It is our philosophy that we create relationships that fosters professional and personal growth for all our employees through individual leadership.

Introduction and Acknowledgement

This handbook is designed to acquaint you with DSL and provide you with information about working conditions, employee benefits, and policies affecting your employment. It is mandatory that all employees read, understand and comply with all provisions of the handbook. By signing the acknowledgment form in your new-hire packet you have agreed to the terms of this acknowledgment.

No employee handbook can anticipate every circumstance or question about policy. As DSL continues to grow, the need may arise and DSL Inc. reserves the right to revise, supplement or rescind any policies or portion of the handbook as it deems appropriate. It is of the sole and absolute discretion of the DSL owners. The only exception to any changes is our employee at-will policy permitting you or DSL to end our relationship for any reason at any time and other legal, non-negotiable policies.

EMPLOYMENT

Privacy Policies

DSL, Inc. respects the privacy of our employees and has a robust policy to ensure that the company complies with Federal guidelines. The company also has a commitment to ensure that company information and information systems are maintained in a secure manner. The company will use all means available to ensure that the interests of our employees, stakeholders and shareholders are protected. One of the privacy rights issues that the employer must address is consumer reporting. Employers are required by the Fair Credit Reporting Act (FCRA) to disclose to the job applicant or employee who a third party consumer-reporting agency will prepare a consumer report on the individual (Sotto & McCarthy, 2007). The employer must have the consumer reporting disclosure form separate from the application and must receive the individual’s signed consent prior to request of the report (Sotto & McCarthy, 2007). By complying with the FCRA requirements the employer will not be liable to the individual for any damages, litigation costs, attorney’s fees and punitive damages.

Equal Employment Opportunity

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at DSL will be based on merit, qualifications, and abilities. DSL does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation or any other characteristic protected by law. DSL will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship for the DSL Company. This policy governs all aspects of employment, job selection, assignment, compensation, discipline, termination and benefits. Any employee with questions is encouraged to contact human resources or your direct supervisor. Employees can raise concerns and make reports without fear or reprisal. Any employee found to be engaging in any type of unlawful discrimination or retaliation will be subject to disciplinary action up to and including termination of employment.

Ethics and Conduct

DSL will comply with all applicable laws and regulations and expects its directors, officers, and all employees to conduct business in accordance with the letter, spirit, and intention of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In addition the use of good judgment, based on high ethical principals, should guide you with respect to acceptable conduct. Compliance with this policy of business ethics and conduct is the responsibility of every employee and disregarding or failing to comply with this standard of business ethics and conduct could result in disciplinary action up to and including termination.

Disability Accommodation

DSL is committed to complying fully with the Americans with Disabilities ACT (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. Hiring procedures have been reviewed and provide persons with disabilities meaningful employment opportunities. Pre-employment inquiries are made only in regard to the applicant’s ability to perform the duties of the position. Reasonable accommodations are available to all disabled employees where their disability affects the performance of job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria, not based on the disability of the individual. In addition DSL will follow any state or local law that provides individuals with disabilities greater protection that the ADA. The policy is neither exhaustive nor exclusive. DSL is committed to taking all necessary actions to ensure equal employment opportunities for all qualified individuals.

Access to Personnel Files and Employment Reference Checks

Another privacy right issue that DSL, Inc. must address is computer, Internet, and email usages in particularly email and Internet monitoring. The federal Electronic Communications Privacy Act of 1986 (ECPA) governs the access, use, disclosure, interception and privacy protections associated with electronic communications (Sotto & McCarthy, 2007). Even though the ECPA prohibits the intentional interception of the electronic communication, the statute permits employers to monitor employee email in the ordinary course of business or when there is consent on one of the parties (Sotto & McCarthy, 2007).

In order for the employer to avoid liability, they must have former written computer, Internet and e-mail policy that outlines the employer’s right to monitor employees’ computer, Internet and emails usages. In addition, the employer must state the methods that will be use to monitor the electronic communications.

The following policies are in force at DSL, Inc:

Computer information systems, including email and internet use, may be

monitored for compliance to IT policies.

Employees are subject to a search if the company believes that the employee may be involved in activities that are illegal or against company policy. This includes but is not limited to employee lockers, tool boxes, and lunch boxes.

Employee information such as medical records, criminal records, salary and benefits will not be made available to any persons, other than the company’s Human Resources personnel, without the written consent of the employee. The records (electronic or hard copy) will be maintained in locations separate from training and certification records.

Information related to the employees’ performance will not be disclosed to subsequent potential employers, agencies or any other external persons.

Employee and Applicant Drug Testing

DSL, Inc. has chosen testing to help locate the best people for their positions and to find people who are mentally and physically capable of doing the job. DSL, Inc. tests are structured to follow legal, ethical and company guidelines. DSL, Inc. administers three tests to prospective employees. The first test is a pre-employment test. The company uses this test to place the best employees in the appropriate position, which will allow the company to get the best performance out of each of their employees. The second test potential employees will have to take is a job simulation physical fitness test and the final test that will be given is a drug and alcohol test. DSL, Inc. administers a drug and alcohol test to assure that all employees are free of problems that would prevent them from performing their job.

Performance Evaluations

Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal basis. The first 90 days of employment with DSL is considered an introductory period. A formal written performance evaluation will be conducted at the end of the introductory period. These evaluations are conducted to give the employee and the supervisor the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss positive, purposeful approaches for meeting goals.

DSL will include a form signed by the employee being evaluated before each evaluation which provides an explanation of the Title VII Civil Rights Act of 1964, and Affirmative Action Act; and how these grievances should be handled under the Act. This will include “Disparate Treatment” by which the employer should include training for supervisors doing the evaluations. By doing this it will reassure employees that the evaluations are being conducted in a legal and fair manor. DSL recommends that all performance appraisals be done in a written form so that the employer has some sort of documentation to counter lawsuits that may involve performance evaluations. Employee manual or other materials state that you will conduct appraisals, failure to conduct them many be a problem. The evaluations must be conducted to avoid unwanted lawsuits (Bennett-Alexander & Hartman, 2007).

The effect of making ethical considerations will lead to effective work output and evaluations. It will set a foundation for effective and fair performance evaluations. Management handling the evaluations will make their performance evaluations based on, ability, actions, and results of the employees’ position. This will help do evaluations in a fair legal and ethical way.

EMPLOYMENT BENEFIT PROGRAMS

Employee Benefits

Eligible Employee at DSL is provided with a range of benefits. A number of programs such as Social Security, workers’ compensation, state disability, and unemployment insurance cover all employees in the manner prescribed by law. Benefits eligibility is dependent on a number of factors including employee classification. Dental Insurance, Medical Insurance and Vision Insurance are benefits that are available to qualifying employees. DSL will contribute 70% of the employee only premium cost for these benefits.

Workers’ Compensation Insurance

DSL provides workers’ compensation insurance at no cost to the employee as mandated by federal law and the OSH act of 1970. This program covers any injury, illness or death sustained in the course of employment that requires medical attention. Employees who sustain work-related injuries or illnesses should inform their supervisor immediately to avoid delays in treatment. Neither DSL nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during an employees’ voluntary participation in any off-duty recreational, social or athletic activities sponsored by DSL.

References

Bennett-Alexander, D. D., Hartman, L.P. (2007). Employment Law for Business,

5th Edition, New York, NY: McGraw-Hill/Irwin. Retrieved April 1, 2007, from University of Phoenix, Resource, MGT434-Employment Law

Sotto, L.J. & McCarthy, E.M. (2007). An Employer’s Guide to US Workplace Privacy

Issues. Retrieved April 1, 2007,

Computer & Internet Lawyer, Retrieved April 1, 2007 from EBSCO database.

University of California Berkeley April 1, 2006. Guide to Managing Human Resources, at http://hrweb.berkeley.edu/guide/performance.htm