Last update: 6/10/25
Employee Handbook
We put people at the heart of everything we do, recognizing that people are the core of our business. • We treat everyone with respect, kindness, and honor in all interactions. • We prioritize our customers’ needs, ensuring exceptional service and strong relationships. We act with integrity, doing what we say we’ll do and consistently delivering on our promises with honesty and accountability. • Reliability is the foundation of the trust we build with those we serve. • We are dependable, timely, and committed to getting the job We believe that success is achieved through hard work, integrity, and a commitment to delivering results. • We strive to be the best, facing challenges with a competitive edge, determination, and a sense of urgency. • We take pride in doing things the right way, knowing success comes from effort and perseverance. • With a positive, solution-focused mindset, we inspire growth and value each person’s dedication to excellence. We work together with a shared purpose, fostering collaboration and unity with our customers, employees and partners. • By supporting one another and combining our strengths, we accomplish more as a team than we ever could alone. • Our success relies on trust, cooperation, and a shared commitment to common goals. • Through strong relationships and mutual encouragement, we help each other reach our full potential. done right. We consistently deliver our best every day. • Transparency and quality ensure our partners can place their trust in us.
AUTOMOTIVE
Table of Contents
Section I: Employees
Employee Classifications .......................................................................................................................5
Section II: General Hours of Work
Work Day .................................................................................................................................................6 Work Week ..............................................................................................................................................6 Work Schedules ......................................................................................................................................6 Time Stamp .............................................................................................................................................6 Attendance ..............................................................................................................................................7 Attendance Policy ............................................................................................................................... 8-9 Definitions ......................................................................................................................................... 9-10
Section III: Compensation & Benefits
Salary and Wage Adjustment .............................................................................................................. 11 Overtime Compensation ..................................................................................................................... 11 Travel Compensation . ......................................................................................................................... 11 Personal Purchases for Company Use . ............................................................................................. 12 Pay Dates and Places .......................................................................................................................... 12 Payroll Deductions ............................................................................................................................... 12 Compensation Upon Employment Separation . ................................................................................. 12 Mandated Benefits . ............................................................................................................................. 12 Paid Time Off .................................................................................................................................. 12-13 Jury Duty .............................................................................................................................................. 14 Paid Funeral Days ................................................................................................................................ 14 Storm Days ........................................................................................................................................... 14 New Hire Incentive ............................................................................................................................... 14 Employee Assistance Program . ......................................................................................................... 14 Pre-Tax Flexible Benefit Plan . ............................................................................................................. 15 Health Care Benefits ............................................................................................................................ 15 Short-term Disability Income Coverage . ............................................................................................ 16 Group Term Life Insurance .................................................................................................................. 16
Section III: Compensation & Benefits
Family and Medical Leave Act (FMLA) . ............................................................................................. 16-18 Military Leave ............................................................................................................................................ 18 Personal Merchandise Purchases ................................................................................................. 18-19 401(k) Savings Plan ............................................................................................................................. 19
Section IV: Safety & Injury Policy
General Safety Rules . ..................................................................................................................... 20-21 Smoking . .............................................................................................................................................. 21 Work Related Injury - Return to Work Program ............................................................................. 21-22 Building Emergency Exits .................................................................................................................... 22
Section V: Conduct & Discipline
Employee Obligation . .......................................................................................................................... 23 Theft Reward Policy . ........................................................................................................................... 23 Dress Code ........................................................................................................................................... 24 Telephone ............................................................................................................................................. 24 Cell Phone and Radio in Vehicle Use .................................................................................................. 24 Camera and Videophone Use ............................................................................................................. 24 Personal Property ................................................................................................................................ 25 Bulletin Boards ..................................................................................................................................... 25 Visitors . ................................................................................................................................................ 25 Solicitations ......................................................................................................................................... 25 Personal Driving Record ...................................................................................................................... 25 Security and Confidentiality ........................................................................................................... 25-26 Computer Access ................................................................................................................................ 26 Internet Acceptable Use Policy ...................................................................................................... 26-27 KnowBe4 Monthly Training Policy ...................................................................................................... 27 Personal Social Networking ................................................................................................................ 27 Company Communications . ............................................................................................................... 27 Surveillance Equipment ....................................................................................................................... 28 Parking and Entrances . ....................................................................................................................... 28 Substance Abuse and Testing Policy ............................................................................................ 28-29 Harassment Policy . ............................................................................................................................. 29
Section i : Employees Auto-Wares Group is an equal opportunity employer. It practices equal employment opportunity with respect to hiring, promotions, discipline and other terms and conditions of employment without respect to race, color, national origin, citizenship, age, sex, marital status, religion, height, weight, protected handicap, genetic information, or any other protected class. All new hires will be subject to background verification, a post-offer pre-employment exam, and drug screen. Auto-Wares will review modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. It is the responsibility of the employee to keep the employer informed of the correct name, address, and vital information while in our employ.
All Auto-Wares Group employees will be categorized as one of the following:
Training Employee New hire employees must serve a prescribed period of 90 days of close supervision and evaluation in order to assess their ability and adaptation. If the employee’s job performance is found to be unsatisfactory at any time during the training period, employment may be terminated. Full Time Employee Hourly employees must regularly work 30 to 40 hours per week on a continuous basis following satisfactory completion of a training period. Salaried employee job description determines hours to be worked weekly. Part Time Employee Employees who work regularly less than 30 hours per week and have completed a satisfactory training period. The employment relationship may be terminated at any time by either the employee or Auto-Wares Group, with or without notice and with or without cause. No representative of Auto-Wares Group, other than the President, is authorized to enter into any agreement or understanding contrary to this. If the President does enter into such an agreement or understanding, it must be in writing and signed by the President.
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Section ii : General Hours of Work
Unless otherwise assigned, the normal days and hours of work for all employees will be as follows: Work Day Full-time positions shall normally be 8 hours, excluding unpaid meal periods. Auto-Wares Group will assign employees to specific days and hours within the workweek. Work Week Full-time positions will consist of 30 to 40 hours between 12:01 a.m. Sunday and 12:00 midnight Saturday. Work Schedules Schedules will be established for each employee by supervisory personnel, who may change such schedules based on the operational needs and requirements of the work unit. Supervisory personnel may also require an employee to work an unscheduled day in place of a scheduled day within the same workweek. In such cases, the unscheduled day worked will be considered a modified work schedule and will not be subject to overtime compensation on the basis of a changed workday. Time Stamp Employees are required to use the Paycom timekeeping system to record all beginning and ending work times, including lunch breaks. Employees have a scheduled start time and should time stamp accordingly. Employees must start working immediately following time stamping. Any employee who timestamps but does not begin work immediately will receive a written warning. Repeated warnings may result in disciplinary action or termination. Employees must remain actively at work and timestamp out at their scheduled end time unless directed by a manager to stay longer, leave early, or as necessary to provide exceptional customer service. An employee is expressly forbidden by Auto-Wares Group to enter any information on another employee’s time record or to falsify information on his or her own time record. Employees found to violate this policy will be discharged. Any errors discovered in an employee’s time record are to be reported immediately to their supervisor who will authorize all corrections. Corrections on time records not reported prior to the pay period close will be adjusted the following pay period.
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Attendance At Auto-Wares, we value our employees and recognize the importance of regular attendance in maintaining a productive and collaborative environment. As part of our commitment to a people-centered culture, every employee is expected to be present and punctual, ready to contribute to the success of the team each day. Employees are expected to remain at work for the full duration of their scheduled shift, excluding authorized rest and meal periods. Employees who leave the premises during paid working hours, including breaks, without prior supervisor approval, will be considered as voluntarily terminating their employment. In the spirit of reliability and collaboration, if you need to be absent or anticipate being late, please notify your supervisor or another manager before the start of your shift. We understand that occasional absences may occur; however, consistent tardiness or early departures can disrupt the flow of work and teamwork. Abuse of absence time may result in corrective action, including disciplinary measures or, in some cases, termination, as part of our commitment to maintaining a reliable, driven, and effective team.
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Auto-Wares Group of Companies Attendance Policy Maintaining a good attendance record is essential to our culture of reliability and accountability at Auto-Wares. Attendance is considered to be a part of your overall performance, and frequent or unexplained absences, late arrivals and early departures, regardless of the reason, may result in discipline or discharge. Whenever you must be absent from work because of sickness or other emergency, it is your responsibility to call your supervisor as soon as possible, but no later than one-half hour before the beginning of your shift. If your supervisor is not available, leave a voice message with a telephone number you can be reached at. Any employee who does not call in to report an absence on three scheduled workdays in a rolling 6-month period will be deemed to have voluntarily quit. Incarcerated employees will be considered as voluntary quit. If you are absent (whether excused or unexcused), always keep your supervisor informed of when you plan to return to work. After a period of 3 days, you may be asked to bring with you as a condition of your return to work a note from your doctor certifying the medical reason for your absence and releasing you to return to work. An employee will be subject to possible disciplinary action up to and including dismissal if he/she has a pattern or practice of excessive excused absences that are not permitted under FMLA. At Auto-Wares, we are driven by our commitment to reliability and teamwork, always striving to create a positive and supportive environment for everyone. To maintain a strong and cohesive team, it is important that absenteeism and late arrivals are managed appropriately. All employees are expected to follow the attendance policy outlined below. The responsibility to provide satisfactory proof of absence lies with the employee, not Auto-Wares Group. If satisfactory proof is not provided, the following sequence of penalties will be enforced.
Late Policy
Rolling 6-month cycle
5+ minutes late in 6 months
3rd time 4th time 5th time
Written warning from supervisor Final written warning from supervisor Termination
Note: All late assessments are based on the employees’ starting time and lunch period. If you don’t know your time, see your supervisor.
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Absent Policy
Rolling 6-month cycle
3 days 4 days 5 days
Written warning from supervisor Final written warning from supervisor Termination
The following shall be considered as excused absences and will not be subject to the above disciplinary action. 1. Any absence that is paid for under the terms of Auto-Wares’ benefit schedule. 2. Any absence for which an employee received prior approval from Auto-Wares Group or supervisor. Note: Employees in their 90-day training period will receive a written warning for the first offense and will be terminated upon the second violation. All employees are expected to be at their job and working at their scheduled start time. Consistently being one to four minutes late or failing to begin work on time is not acceptable. Employees who violate this policy will receive a written warning and may be subject to further discipline or discharge.
Definitions: Absent Day
When an employee is absent for any reason (illness for self or dependent, or any personal business) and did not get prior approval from supervisor. Employees must use PTO or SICK hours when available (except where excluded by law). Up to four PTO days per year can be used for an unexcused absence. Managers should note unexcused days within Paycom timekeeping system by placing the comment unexcused on the PTO hours. After the four days are used the employee will not be paid for an unexcused absent day, and the day will be recorded as such. Absent Day – Doctor Excused: After three days of illness or injury, a doctor’s note may be required to indicate that the employee was not able to work for a specific date(s). Notes indicating that the employee was seen at the Doctors office are not acceptable for an excused absent day. Employees must use PTO or SICK hours when available.
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Sick Time: Paid medical time off is available for eligible employees working 0-34 hours per week. PTO (Paid Time Off): When an employee has requested time off in advance of the day and the supervisor approved
the advance request. Three days, no call:
If an employee is absent and does not call the manager within one-half hour before the beginning of their shift, it will be considered a no call-no show. Any employee who has three (3) no call-no shows within a rolling six-month time frame (not necessarily 3 days in a row) will be considered a voluntary quit.
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Section iii : Compensation & Benefits Auto-Wares Group is committed to a people-focused approach to compensation, ensuring that pay and incentives are competitive, equitable, and aligned with our values. Our goal is to attract and retain driven and reliable employees who contribute to both their own success and the success of Auto-Wares. As one team, we recognize that our people are our greatest asset, and we are dedicated to rewarding their hard work and commitment. To support this, Auto-Wares has established a comprehensive compensation plan with clear provisions and standards designed to uphold fairness, consistency, and opportunity for growth. Additionally, the types of compensation provided in this manner shall be regarded as payment in full for all employee services rendered to Auto-Wares Group, and no employee may accept any other compensation for services performed on behalf of Auto-Wares Group. Salary and Wage Adjustment In order to ensure that Auto-Wares Group salary and wage plan remains competitive and fair, a review of pay rates will be done at least once a year. Based on the results of these reviews, some positions may be eligible for a pay rate increase. Individual pay rate increases may be granted on each employee’s performance evaluation where excellent work has been demonstrated during the preceding period. All rate increases are submitted by a supervising manager and approved by the general manager. Bonus programs are not considered part of wages and are paid at the discretion of the Company . Overtime Compensation All employees are eligible to receive overtime compensation at the rate of 1 1/2 times their regular rate of pay for hours in excess of 40 hours each work week. All overtime worked by employees must be approved in advance by the employee’s supervisor. Overtime hours worked without supervisory approval may be regarded as a violation of Auto-Wares Group policy and, therefore, subject to disciplinary measures. Funeral Leave, Jury Duty, and Paid Time Off (PTO) hours will not be included in the calculation of (40) hours worked. Holiday hours are included in the calculation. Travel Compensation Travel costs in connection with approved business activities will be paid by Auto-Wares Group where use of private or commercial transportation is necessary. Expense reports and receipts must be submitted and approved by the employee’s supervisor before reimbursement.
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Personal Purchases for Company Use Personal purchases for Company use will be reimbursed by Auto-Wares Group upon completion of an expense report (via the OP80 form) including receipt and details of supply use. Reports must be approved by the employee’s supervisor before reimbursement. Pay Dates and Places The payroll period is bi-weekly. Paychecks are dated for the Thursday following the end of the pay period. Pay stubs will be accessible immediately through Paycom, and funds will be deposited either directly into your bank account or onto your Paycard, depending on the option you selected during onboarding. Payroll Deductions Mandatory deductions required to be made by law are State, Federal, and City income tax withholding, Social Security, Medicare, and wage garnishments. Compensation Upon Employment Separation Employees leaving Auto-Wares Group will receive their final paycheck on the first scheduled pay date following their separation. An exit interview survey will be assigned in Paycom. Final pay will include all hours worked since the last pay period and any compensable accrued hours, less personal purchases and standard deductions. Any company property issued to the employee should be returned before or at the time the final paycheck is issued. Mandated Benefits Employees and Auto-Wares Group are required to contribute toward Federal Social Security and Medicare benefits from the first day of employment. This deduction is taken automatically from the employee wages and matched by Auto-Wares Group, then deposited with the Federal Government to fund benefits. Auto-Wares Group pays the entire amount of the Workers Compensation insurance premium that provides benefits to employees who experience injury or illness in connection with Auto-Wares Group employment. Eligibility automatically begins on the first day of employment. Paid Time Off At Auto-Wares Group, we believe in supporting the well-being and balance of our team members. As part of our commitment to a people-focused culture and a One Team approach, we understand the importance of taking time to rest, recharge, and handle personal matters. Time away from work contributes to a revitalized mindset, enhances productivity, and supports the delivery of exceptional customer experiences. That’s why we offer a Paid Time Off (PTO) plan designed to provide full-time employees with flexibility—whether for relaxation, illness, or personal business—while maintaining income stability.
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Paid Time Off - continued We are driven to support our employees with reliable resources and clear guidance. Each year, a PTO matrix and benefits schedule is published based on years of continuous service. You can find the current matrix on the Paycom Employee Self-Service portal under ‘Documents’ > ‘Company Resources’. By prioritizing time away when needed, we empower our teams to stay energized and ready to keep our customers moving—together, as One Team. Scheduling of PTO hours are subject to approval by the employee’s supervisor. A maximum of 72 hours of PTO for hourly employees can roll over to the next year on the employee’s anniversary date. Employees classified as working 0–34 hours per week are eligible to use accrued sick time. Medical documentation may be required after the third absence, except where excluded by law. The full policy can be found on Paycom Employee Self-Service under ‘Documents’ > ‘Company Resources’.
Holiday Schedule
FT 35+ hours 90 days of continuous employment
FT 30-34 hours + PT 20-29 hours 90 days of continuous employment
New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day
8 hours 8 hours 8 hours 8 hours 8 hours 4 hours 8 hours
4 hours 4 hours 4 hours 4 hours 4 hours 2 hours 4 hours
Christmas Eve Christmas Day
To be eligible for holiday pay, an employee must work the last regularly scheduled workday preceding the holiday and the first regularly scheduled workday following the holiday, unless the absence is approved by the supervisor, or the employee is on an Auto-Wares Group paid time off status. When the holiday falls on a weekend, employees will be expected to take a day off within the same work week (Sunday – Saturday) per supervisor approval.
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Jury Duty Employees are to notify their supervisors promptly upon receipt of a jury summons and subsequent notice of selection to serve as a juror. Employees required to provide this community service will receive their regular rate of pay for normal hours worked, less court reimbursement, provided the employee submits evidence of the summons and selection notice along with the court’s evidence of appearance. Paid Funeral Days All full-time (35hr) employees with 90-days of continuous employment will be entitled to a paid funeral leave of absence. In the event of a death of a spouse, father, mother, son, daughter, and those same in-laws, an employee will be granted two paid days (average of normal work day up to 16 hours max) for the express purpose of preparation for and attendance at the funeral. In the event of a death of a brother, sister, grandparent, grandchild, and those same in-laws (must be employee’s in-law not employee’s spouse’s in-law), an employee will be granted one paid day (average of normal work day up to 8 hours max) for attendance at the funeral. Step family and great grandparent or great grandchild are not included in the Paid Funeral Days policy. Available PTO days may be used for funeral absence. As soon as the employee determines that they will be absent, notice must be given to the supervisor along with the name and relationship of the deceased. Storm Days If the business is open on the day of a severe storm, all employees who come in to work and are subsequently sent home will be compensated for the time in the facility. Any employee who does not come in will not be compensated. New Hire Incentive Auto-Wares Group will pay a $500.00 bonus to any employee who recommends a person who is hired and remains employed by Auto-Wares for at least 90 days. See the EM110 policy for more details. Employee Assistance Program At Auto-Wares Group, our people-focused culture means we care about the well-being of our employees beyond the workplace. That’s why we offer access to a confidential Employee Assistance Program (EAP), designed to support team members through personal challenges that may affect their work or daily life. Whether it’s marital or family conflict, substance abuse, mental health concerns, or legal and financial difficulties, the EAP is here to help. Services are free for all employees and their immediate family members. For more information or to schedule an appointment call: (800) 854-1446 (Nationwide)
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Pre-Tax Flexible Benefit Plan The Auto-Wares Group Flexible Benefit Plan enables all full-time employees to choose the benefits that best meet their financial security needs. Benefit options available under this plan include: • Medical and Prescription Drug Coverage • Dental Coverage • Voluntary Long-term Disability Income Coverage (post-tax as of January 1st, 2018) • Health Care Spending Account • Vision Coverage • Supplemental Accident, Hospital and Critical Illness Plan • Dependent Care Spending Account Eligibility for benefit coverage is the first day of the month following 60-days of continuous full-time employment. Details are available in the Benefit Plan documents on the Paycom Employee Self-Service under ‘Documents’ and then ‘Company Resources’. Health Care Benefits Auto-Wares Group makes available a health care plan for all full-time employees and their dependents. To be eligible, employees must complete sixty 60-days of continuous full-time employment, and coverage begins the first day of the month following that 60-day period. Upon eligibility, employees will be notified through Paycom to complete their electronic enrollment. If an employee or dependent does not wish to enroll at the initial time of eligibility, they may do so when there is a qualifying event or during the annual open enrollment period. Health care benefits coverage under the Auto-Wares Group plan terminates the day after an employee leaves employment. Details with respect to plan benefits, claim procedures, and limitations can be found in the summary plan description within Paycom. While an employee is receiving benefits under either Auto-Wares’ Disability Income Plans or Workers Compensation Insurance, the employer portion of the premium will be paid by Auto-Wares Group for a maximum of 26 weeks. After 26 weeks, insurance premiums are the responsibility of the employee. During the time away from work, the employee portion of the premium and the dependent coverage premium must be paid to the employer in order to continue coverage. If payment is not made to Auto-Wares Group, insurance coverage will be canceled. If employee or dependent health insurance coverage is terminated, those previously covered individuals will be provided an opportunity to continue coverage under COBRA. The employee or dependent will be responsible for the premium payment of that medical coverage.
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Short-term Disability Income Coverage Auto-Wares Group provides short-term disability income coverage to full-time employees after one year of full-time employment, at no cost to the employee. This provides income if you are unable to work due to a non-work-related injury or sickness. Future paid time off hours (PTO) may be prorated due to length of disability. Contact the Human Resource department for more details. Short term disability time off does run concurrently with the FMLA. Group Term Life Insurance Auto-Wares Group provides term life insurance to full-time employees at no cost to the employee. To be eligible, employees must complete 60-days of continuous full-time employment, and coverage begins the first day of the month following that 60-day period. Details are available in the Plan document. Family and Medical Leave (FMLA) Employees who have been employed for at least one year, and for at least 1,250 hours (1,000 hours for WI employees) during the preceding 12 - (1) month period are eligible to apply for family and medical leave. For employees not eligible for family and medical leave, Auto-Wares Group will review business considerations, and the individual circumstances involved. Except for those employees designated as “highly compensated employees,” employees will be returned to the same or to an equivalent position. Family or medical leave will consist of appropriate accrued paid leave and unpaid leave. When leave is requested, the employee must use all of his or her accrued paid time off (optional in WI). The remainder of the leave period will then consist of unpaid leave. Reasons for Leave All employees who meet the applicable time of service requirements may be granted family or medical leave consisting of appropriate accrued paid leave and unpaid leave, for a period of twelve (12) weeks (during any 12-month period; calendar year for Wisconsin employees) for the following reasons: • The birth of the employee’s child and in order to care for the child • The placement of a child with the employee for adoption or foster care • To care for a spouse, child, or parent who has a serious health condition • A serious health condition that renders the employee incapable of performing the functions of his or her job. • Any other reasons determined by state law. The entitlement to leave for the birth or placement of a child for adoption or foster care will expire twelve (12) months from the date of the birth or placement.
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Family and Medical Leave (FMLA) – continued Exigency leave was up to 12 weeks of leave for urgent needs related to a reservist family member’s (spouse, son, daughter, or parent) call to active service and was only available for covered military members in the Reserves or National Guard. Qualifying exigency leave has been expanded to include family members of active-duty service members and cover members of the regular Armed Forces who are deployed to a foreign country. The legislation also extends qualifying exigency leave to federal employees covered by Title II of the FMLA, who previously did not have the right to take exigency leave. Caregiver leave was up to 26 weeks of leave for an employee to care for a family member (spouse, son, daughter, parent, or next of kin) who was a current member of the Armed Forces, Guard or Reserves, who was injured while serving on active military duty. Qualifying military caregiver leave has been expanded to cover veterans who served in the regular Armed Forces who are undergoing medical treatment, recuperation or therapy for a serious injury or illness that occurred any time during the five years preceding the date of treatment. Military caregiver leave is also expanded to cover aggravation of existing or preexisting injuries incurred in the line of duty while on active duty previously excluded as a basis for taking military caregiver leave. Only where the serious injury or illness rises to the level of a subsequent injury or illness will an employee be entitled to take military caregiver leave for the same covered service member. Procedure for Requesting Leave In all cases, an employee requesting leave must complete an “Application for Family and Medical Leave” and return it to his or her supervisor. The completed application must state the reason for the leave, the duration of the leave, and the starting and ending dates of the leave. An employee intending to take family or medical leave because of an expected birth or placement, or because of a planned medical treatment, must submit an application for leave at least 30 days before the leave is to begin. If leave is to begin within 30 days, an employee must give notice to his or her supervisor as soon as the necessity for the leave arises. Medical Certification An application for leave based on the serious health condition of the employee or the employee’s spouse, child, or parent must also be accompanied by a “Medical Certification Statement” completed by a health care provider. The certification must state the date on which the health condition commenced, the probable duration of the condition, and the appropriate medical facts regarding the condition. If the employee is needed to care for a spouse, child, or parent, the certification must so state, along with an estimate of the amount of time the employee will be needed.
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Family and Medical Leave (FMLA) – continued If the employee has a serious health condition, the certification must state that the employee cannot perform the functions of his or her job. Benefits Coverage During Leave During a period of family or medical leave, an employee will be retained on Auto-Wares Group health plan under the same conditions that applied before leave commenced. To continue health coverage, the employee must continue to make any contributions that he or she made to the plan before taking leave. An employee is not entitled to the accrual of any seniority or employment benefits that would have occurred if not for the taking of leave. An employee who takes family or medical leave will not lose any employment benefits that accrued before the date leave began. Restoration to Employment Following Leave An employee eligible for family and medical leave, with the exception of those employees designated as “highly compensated employees,” will be restored to his or her old position or to a position with equivalent pay, benefits, and other terms and conditions of employment. Auto-Wares Group cannot guarantee that an employee will be returned to his or her original job. A determination as to whether a position is an “equivalent position” will be made by Auto-Wares Group. Military Leave Auto-Wares complies with federal law regarding the rights of employees who enter active duty. If an employee is called into active duty and meets all legal requirements, the Company will allow the needed time off to fulfill this commitment as provided by federal law. Personal Merchandise Purchases Employees with a signed payroll deduction authorization form on file are welcome to purchase merchandise. If you cannot pay at the time of purchase, we will use a payroll deduction from your next paycheck. If the purchase is large, like an engine, you can make arrangements to pay over several pay checks, but approval first is necessary. Please limit purchases to you and your immediate family only and for personal vehicle use only. Immediate family is defined as spouse, parents, grandparents, children, brothers, and sisters. Items purchased for anyone outside this group will jeopardize your buying privilege. 1. Order from the counter before or after your scheduled shift, on your breaks or lunch period. 2. Payment must be determined at the time of order. Your choices are cash, credit card, check, or payroll deduction.
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Personal Merchandise Purchases – continued 3. If your order is over our $200.00 credit limit, be ready to make payment on the excess amount immediately or make installment payment arrangements in advance with our payroll department. 4. Counter personnel will pull your merchandise and hold it in the pick-up area. Please never pull your own merchandise order. 5. When you are ready to exit the building, go to the counter, sign the shipper, and get a receipt. Our counter will give you your merchandise. Never take the merchandise with you back into the warehouse or office or work area. 6. Do not leave the building from any door other than the counter door with merchandise in your possession. We do this for internal security reasons. 7. Save your receipt. If a return is necessary, you will have to have proof of your purchase. 401(k) Savings Plan Auto-Wares’ 401(k) Savings Plan is available to help you save for your future retirement. The real advantage is that you can contribute a portion of your income to the plan on a pre-tax basis. You do not have to pay income tax (Federal, State, and City) on amounts contributed to the plan until those funds are withdrawn. If you want to contribute on an after-tax basis, Roth contributions are available. You are enrolled and eligible to contribute in January or July after six months of employment if you are at least 18 years of age. An automatic 4% deduction will be entered in the employee’s behalf. Employees have the right to opt out or increase deductions at any time. Plan details and an enrollment kit will be provided to you when you are eligible. Auto-Wares will make a matching contribution equal to a percentage of your 401(k) elective deferral contribution. See Summary Plan Booklet for more information.
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Section iv : Safety & Injury Policy At Auto-Wares Group, the health and safety of our employees and everyone on our property are our top priorities. We are committed to leading the aftermarket industry with a people-centered culture, reliable service, and expert knowledge. Our goal is to uphold the highest standards of safety in all operations, ensuring compliance with health and safety laws while fostering a workplace free from hazards. Through teamwork and accountability, we empower our employees to take an active role in maintaining a safe environment. Our Hazardous Material Communication Program provides essential safety guidelines — refer to the Company Safety Guide Manual for details. If you ever feel your workplace is unsafe, please report concerns through the Auto-Wares hotline at 1-844-818-6886. General Safety Rules 1. No employee will be assigned to work under unsafe conditions or with unsafe tools or equipment. In the event that such a condition develops, it must be immediately reported to the supervisor, who will determine and initiate corrective action if necessary. 2. Only authorized personnel may operate warehouse equipment. Forklift drivers must be licensed. 3. Safety equipment is available for any employee in any hazardous position. 4. Equipment available is hard hats, gloves, glasses, masks, etc. Contact your supervisor for further information. 5. Extreme caution should be exercised by employees operating any type of equipment. 6. Warning signs and signals posted to point out dangerous conditions are to be obeyed by employees. 7. Employees should pay strict attention to their work. Physical fighting, profanity, practical joking, and horseplay will not be tolerated. 8. Alcohol and drug use or possession will not be tolerated on Company premises. 9. Weapons are not allowed on Company premises or company vehicles (unless state mandate overrules). 10. All accidents, regardless of severity, personal or vehicular, are to be reported immediately to the supervisor.
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General Safety Rules - continued 11. Operators and passengers in a business-use vehicle equipped with seat belts must wear them when the vehicle is in operation; and all employees operating vehicles will observe all local traffic laws. Drivers must be 18 years of age. All vehicles must be operated in a safe manner at all times. All employees who travel to perform job function must observe these rules. 12. Delivery vehicles are not allowed to carry passengers. 13. Hazardous waste of any kind may not be dumped on Company grounds or down drains. Check for proper disposal. Employees found in violation of these rules will be subject to disciplinary action, including possible discharge. Smoking Tobacco use (including smoke, smokeless, and electronic vape products) is prohibited in all Company facilities. Employees are permitted to smoke or use tobacco in designated outdoor areas during break or meal times but are expected to dispose of materials appropriately. For the consideration of others, Auto-Wares Group strictly prohibits tobacco use in Company vehicles. Employees found in violation of these rules will be subject to disciplinary action, including possible discharge.
Work Related Injury - Return to Work Program When an employee incurs an injury on the job, these steps must be followed:
1. When an injury occurs on the job, the employee must report the incident to their manager who will document the date, employee name, and injury details. Injury details must include the cause of injury, extent of injury, and witnesses of injury. The manager must review the injury details and decide if immediate action is needed to prevent another similar injury. 2. Employee should receive medical attention, if necessary, at the same location as your pre-employment exams are performed. After an accident or injury is reported, HR/Loss Prevention will use their discretion to determine if a drug screening is necessary. Injury details must be relayed to medical center along with the employee job description so the medical personnel can compare the extent of the injury to job requirements. The medical center should respond to the manager after the employee’s exam. Be sure you understand job restrictions if any are stated. 3. If job restrictions are designated after an injury, Auto-Wares will seek to find a job for all injured personnel. Our goal is to always provide work for our employees.
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Work Related Injury - Return to Work Program - continued 4. If necessary, light duty jobs such as dusting shelves, rearranging merchandise, filing, computer updates, etc. will be assigned. If weight restrictions are minimal, we can usually accommodate the employee. 5. All details of accidents, including medical reports, are to be forwarded to your Human Resources Department immediately for subsequent filing with our worker compensation insurance company. 6. In the event of a positive drug screen test after the injury, the employee will be terminated immediately. 7. If an employee is not capable of performing any work at any Auto-Wares Group or its subsidiary facilities after an injury, the manager will keep in contact with the employee weekly. The employee is expected to keep all designated medical appointments. The manager must receive all follow-up reports and be aware at all times of employee condition and estimated return to work date with or without restrictions. All follow-up reports must also be forwarded to your Human Resources Department promptly. Work hour loss does run concurrently with FMLA. If the manager or the employee has any questions about treatment, length of disability, or restrictions, please call Human Resources. 8. When the employee returns to work with a doctor written return to work authorization, the manager will discuss with the employee steps taken on Auto-Wares Group behalf to prevent a similar accident or procedures employee must take to prevent another injury. The above procedures for a worker injury are designed to help the employee return to work as quickly as possible after an injury. It is Auto-Wares Group and its subsidiaries’ intention to prevent any injuries from occurring at all. The health and safety of employees and others on Company property is of the utmost concern. The Company may investigate the circumstances and otherwise verify whether the injury was work related. Giving false information to obtain Worker’s Compensation will be subject to disciplinary action, including possible dismissal. Building Emergency Exits Please familiarize yourself with these exits so that in the case of an emergency a safe exit will be possible. Ask your supervisor if you do not know where emergency exits are located.
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Section v : Conduct & Discipline At Auto-Wares Group, we are committed to being a people-focused organization where each employee is responsible for performing their duties with honesty, efficiency, and courtesy. We hold ourselves accountable to the values of being reliable, driven, and working as one team, ensuring that everyone adheres to the policies, rules, directives, and procedures set forth by our leadership. Our corrective action program is designed to support and guide employees toward becoming successful, contributing members of our team rather than focusing on punishment. Corrective actions may include: (1) verbal warning, (2) written warning, and/or (3) termination. Depending on the severity of the situation, as determined by management, the oral and/or written warnings may be bypassed, and immediate termination may occur. As part of our commitment to continuous improvement, Auto-Wares Group reserves the right to add, modify, or eliminate any rule when circumstances require a change. We remain focused on fostering a collaborative environment where accountability and growth are prioritized. Employee Obligation All employees are expected to consistently demonstrate respect and courtesy toward their colleagues. The use of inappropriate language, including racial, profane, sexual, or defamatory remarks, will not be tolerated. Employees have a responsibility to promptly report, either verbally or in writing, any evidence of misconduct they may encounter. Confidential reports can also be made through the Auto-Wares hotline at 1-844-818-6886. Examples of misconduct include theft of company or employee property, property damage, vandalism, substance abuse, sexual activity, possession of weapons, and other similar behaviors. Reports should generally be made through the employee’s immediate supervisor, except when the situation involves a management employee, in which case the report should be directed to the next level of management, who will notify the general manager. Additionally, Auto-Wares reserves the right to inspect employees’ lockers, purses, wallets, packages, vehicles, or other personal items as part of an investigation into suspected theft. Employees are expected to fully cooperate with such investigations. Theft Reward Policy Auto-Wares Group offers a $500 reward for information that leads to the arrest of any person(s) stealing. If you have any information or suspicions, please contact your manager or call 1-844-818-6886. Any employee involved in theft of Company or personal property will be terminated.
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