Harrell’s Employee Handbook, September 2023
Orientation Within the first 90 days of employment, each new employee will be scheduled for orientation. Benefits and policies will be discussed, and basic employee setup procedures will be completed. The employee will receive a copy of the Employee Handbook, which will be reviewed. Initial Evaluation Period All new and rehired employees are placed on an initial evaluation period of 90 calendar days. An employee who meets acceptable standards as determined by their supervisor, in accordance with Harrell’s policies, is eligible to be retained and given regular status with the accompanying rights and privileges. Harrell’s reserves the right to extend the initial evaluation period when, in its sole judgment, Harrell’s determines that such an extension is appropriate. For employees hired through an agency, the time that they are working at Harrell’s as an agency employee will constitute the initial evaluation period. Employees remain “at will” during their initial evaluation period. Satisfactory completion of the initial evaluation period does not confer any employment status other than employment “at will.” During the initial evaluation period, the employee will become familiar with Harrell's, the terms and conditions of employment, job responsibilities, and the like. At the same time, Harrell’s will have the opportunity to monitor the quality and value of the employee’s performance and make any necessary adjustments in the job description or responsibilities. Employees are encouraged to provide their thoughts regarding the company, its products, services, and systems. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the "at will" employment relationship. As discussed above, “at will” means that either the employee or Harrell’s can terminate the employment relationship at any time, with or without cause or notice. Employees are employed by Harrell’s on an at- will basis. FAIR CREDIT REPORTING ACT DISCLOSURE STATEMENT In accordance with the provisions of Section 604(b) (2) (A) of the Fair Credit Reporting Act, Public Law 91- 508, as amended by the Consumer Credit Reporting Act of 1996 (Title II, Subtitle D, Chapter I, of Public Law 104-208), all employees are being informed that reports verifying previous employment, previous drug and alcohol test results, and an employee’s driving record may be obtained for employment purposes. These reports are required by Sections 382.413, 391.23, and 391.25 of the Federal Motor Carrier Regulations. IMMIGRATION LAW COMPLIANCE In accordance with the Immigration Reform and Control Act of 1986 (IRCA), Harrell’s only employs individuals who are legally authorized to work in the United States. Furthermore, Harrell’s does not continue to employ any individual whose legal right to work in the United States has been terminated. USCIS Form I-9 is used to verify an employee’s identity and employment eligibility. Employees must complete the employee section of Form I-9 and provide the required documentation supporting the employee’s identity and employment eligibility before any work may begin. Falsification of an I-9 will result in immediate termination.
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