Employee Handbook Quiz

Employee Handbook

• The employee handbook outlines the company's policies, procedures, and benefits for employees.
• It is effective as of March 2024 and may be revised or updated as necessary.

Introduction

• EL CARWASH welcomes new employees and hopes they will take pride in being part of the team.
• The employee handbook aims to provide information about working conditions, employee benefits, and company policies.

Employer/Employment Relations

• EL CARWASH believes in maintaining a positive work environment and encourages open communication between employees and management.
• The company offers competitive wages and benefits and encourages employees to voice concerns about work conditions or compensation.

Open Door Policy

• EL CARWASH fosters an open-door policy, allowing employees to discuss problems or concerns with their manager or Human Resources.
• This policy promotes a positive work environment and encourages employees to speak up.

Equal Employment Opportunity Policy Statement

• EL CARWASH is an equal opportunity employer, committed to providing equal employment opportunities without discrimination.
• The company prohibits discrimination based on race, creed, color, gender/sex, pregnancy, religion, national origin, citizenship status, ancestry, ethnicity, age, marital status, disability, sexual orientation, gender identity, transgender status, genetic information, military service, or any other characteristic protected by federal, state, or local law(s).

Non-Discrimination and Anti-Harassment Policy and Complaint Procedure

• EL CARWASH maintains a work environment that is free from discrimination, bias, prejudice, and harassment.
• The company prohibits discrimination or harassment based on race, creed, color, gender/sex, pregnancy, religion, national origin, citizenship status, ancestry, ethnicity, age, marital status, disability, sexual orientation, gender identity, transgender status, genetic information, military service, or any other characteristic protected by federal, state, or local law(s).
• The company defines harassment as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of their protected characteristics.

Other Policies

• The company has policies on attendance, punctuality, and dependability; drug and alcohol abuse; smoking and vaping; employee code of conduct; anti-corruption; anti-nepotism; romantic or sexual relationships; diversity, equity, and inclusion; workplace safety; infectious disease control; workplace injuries; workplace security; travel; vehicle policy; employee GPS tracking; solicitations, distributions, and bulletin boards; computer systems; social media; use of mobile telephones and related devices; employer information and property; legal claim reporting; internal investigations and searches; reference checks; tape recording; company monitoring; and office closures for inclement weather.### Non-Discrimination and Anti-Harassment Policy
• EL CARWASH prohibits disparate treatment on the basis of sex or any other protected characteristic
• Applies to all applicants and employees
• Covers harassment, discrimination, and retaliation in the workplace and in any work-related setting
• Reporting an incident of harassment, discrimination, or retaliation is required
• Individuals who believe they have experienced or witnessed such conduct must file a complaint with the Director of People & Culture or any member of the Human Resources Department

Investigation and Responsive Action

• Allegations of harassment, discrimination, or retaliation will be investigated promptly, thoroughly, impartially, and in good faith
• Investigation may include individual interviews with parties involved and witnesses
• Confidentiality will be maintained throughout the investigatory process to the extent possible
• Individuals found to have violated this policy are subject to discipline, up to and including termination

Retaliation Prohibited

• Retaliation against an individual for reporting harassment or discrimination or participating in an investigation is prohibited
• Such retaliation is a serious violation of this policy and will be subject to disciplinary action

Americans with Disabilities Act Policy Statement

• The Company is committed to complying with the Americans with Disabilities Act (ADA)
• The Company will provide reasonable accommodations to a qualified individual with a disability, unless it would cause an undue hardship
• Employees with a disability who believe they need a reasonable accommodation should contact the Human Resources Department

Requesting an Accommodation

• Employee must request an accommodation and provide reasonable documentation from a healthcare provider
• A member of Human Resources and the employee's manager will meet to discuss the accommodation request
• The Company will determine the feasibility of the requested accommodation considering various factors, including cost, availability of tax credits, and impact on the operation of the Company

Conflict of Interest and Outside Employment Statement

• Employees are expected to conduct business according to the highest ethical standards of conduct
• Employees must devote their best efforts to the interests of the Company and avoid any activities that may create a conflict of interest
• Employees must disclose any possible conflicts of interest and obtain written approval from their manager for outside employment activities

Work Product Ownership

• All work product created while employed by EL CARWASH is the sole and exclusive property of EL CARWASH
• Employees are prohibited from claiming ownership or presenting work product as their own, even after employment has been terminated### Employee Categories
• Full-time Employees: work 32 hours or more per week, entitled to benefits
• Part-time Employees: work less than 35 hours per week, not entitled to benefits (except when required by law)

Transfers and Promotions

• EL CARWASH encourages employees to apply for higher-level positions or lateral transfers
• Employees must discuss transfer opportunities with their manager and Director of People & Culture
• Employees must be in their current job for at least 6 months and have a good performance record to be eligible for transfer
• Transfers are judged on an individual basis, considering the needs of both locations/departments involved

Personnel Records

• Employees must notify the Human Resources Department of any changes in:
  • Name and/or marital status
  • Address and/or telephone number
  • Number of eligible dependents
  • W-4 deductions
  • Person to contact in case of emergency
• Personnel files are the property of the Company and not available for inspection by employees

Immigration Law Compliance

• The Company is committed to employing only authorized workers in the United States
• New employees must complete an Employment Eligibility Certification Form I-9 and present documentation establishing identity and employment eligibility
• Former employees who are rehired may also be required to complete the form

E-Verify

• E-Verify is a web-based system that confirms the eligibility of employees to work in the United States
• Employers verify the identity and employment eligibility of newly hired employees by electronically matching information on the Form I-9 with records from the Social Security Administration and the Department of Homeland Security

Housebill 543: Permitless Carry in Florida

• As of July 1, 2023, Florida is a "permitless carry" state
• Employees who legally own a gun must keep it in a locked vehicle at all times, with no exceptions
• If an employee sees a firearm on a customer's person, they should escalate the matter to leadership immediately

Compensation

• Paychecks are issued bi-weekly, usually on Fridays, for base compensation earned during the prior two-week period
• Overtime compensation is also paid bi-weekly
• Employees receive a statement of earnings each pay period, indicating gross pay, statutory deductions, and voluntary deductions

Time Records

• The attendance of all employees is recorded daily and submitted to payroll weekly
• Non-exempt employees must record their time worked, overtime hours, and absences on the Company's timekeeping software
• Employees are responsible for keeping accurate records of their hours worked, and any inaccuracies must be reported to the Human Resources Department

Overtime Pay

• Non-exempt employees are eligible for additional pay at a rate of one and one-half times their hourly rate for hours worked beyond 40 hours in a workweek
• All overtime must be approved by a manager in advance
• Overtime hours must be recorded on the Company's timekeeping software

Bonuses/Commissions

• To receive bonuses or commissions, an employee must be in active status at the time of payout
• If an employee is no longer active, they are not entitled to additional funds