Harrell's Employee Handbook

Harrell’s Employee Handbook, September 2023

Customer, Client, and Visitor Relations. Harrell’s strives to provide its customers with the best products and services possible. The Company’s customers support this business and generate employee wages. Employees must treat every customer or visitor with the utmost respect and courtesy. Employees should never argue or act disrespectfully towards a visitor or customer. If an employee has problems with a customer or visitor, they should notify their supervisor immediately. In addition, if a customer or visitor voices a complaint regarding the Company’s products or services, employees must inform their supervisor immediately. Lastly, Harrell’s asks that employees make every effort to be prompt in following up on customer or visitor orders or questions. Positive customer and visitor relations will go a long way to establishing the Company as a leader in its field. DISCIPLINARY PROCESS All employees must always perform to the best of their abilities. However, there may be occasions where employees perform at an unsatisfactory level, violate a policy, or commit an inappropriate act. As previously noted, employment may be terminated at will by the employee or Harrell’s at any time, with or without cause and without following any system of discipline or warnings. Nevertheless, Harrell’s may choose to exercise its discretion to utilize forms of discipline that are less severe than termination in some instances. Examples of such less severe forms of discipline include verbal warnings, written warnings, probationary action, suspension, and demotion. Immediate termination or staff reductions may occur without progressive discipline. Progressive discipline may involve coaching, verbal counseling, and one or more written warnings before an employee is terminated. However, exceptions or deviations from such a procedure may occur whenever the Company, in its sole discretion, deems that circumstances warrant that one or more steps in the process be skipped. The decision to use progressive discipline is purely discretionary with Harrell’s and its management and serves only as a guideline to employees and management. It is a guideline that management, in its sole discretion, may elect not to follow. It should be remembered that employment is at the mutual consent of the employee and the Company. Accordingly, either the employee or Harrell’s can terminate the employment relationship at will. There is no requirement of any formal warning before termination, Harrell’s reserves the right to summarily terminate an employee, without any advance notice or warning, for any reason, arbitrary or otherwise, which does not violate a public policy or law. DISTRIBUTION AND SOLICITATION Harrell’s limits the distribution of literature, solicitation, and access at facilities to minimize disruption of business activity.

Non-employees may not solicit or distribute literature at any time on company property.

Employees may not solicit others or distribute non-work-related literature during working time. For purposes of this policy, “working time” includes the working time of both the employee doing the soliciting and distributing and the employee to whom the soliciting or distributing is being directed. Working time does not include break periods, meal periods, or any other specified periods during the workday when employees are properly not engaged in performing their work tasks.

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