Harrell’s Employee Handbook, September 2023
25. Lending keys to the company property to unauthorized persons or allowing duplicate keys to be made without prior authorization. 26. Being absent from the work area without prior authorization. 27. Harassment of, or discrimination against, an employee, customer, or visitor because of that person’s race, religion, color, sex, age, sexual preference, disability, pregnancy, national origin, or other legally protected status. 28. Bad-mouthing or spreading rumors about others. 29. Excessive cellphone use during working hours, on company property, and in company vehicles if cellphone use is not required in the employee’s position. TERMINATION OF EMPLOYMENT All employees must give at least two (2) weeks’ notice before leaving. Any additional notice given will be helpful to the Company, allowing time to train a replacement adequately. An employee who is resigning is requested to provide written notice to their immediate supervisor, stating their reasons for the resignation and the effective date of resignation. Employees are expected to return all company property in their possession or control immediately on termination of employment for any reason. This includes all company documents and copies of company documents in any form, whether on paper or electronic, including but not limited to customer lists, the Employee handbook, manuals, as well as any keys, tools, credit cards, gas cards, uniforms, company vehicles, cell phones, computers, fax machines, scanners, GPS, or other equipment. Employees are only hired for a certain period of time. All employees are “at-will” and can be discharged at any time, with or without cause, in the sole and absolute discretion of Harrell’s, for any reason, arbitrary or otherwise, which does not violate a law or public policy. THIRD-PARTY DISCLOSURES From time to time, the Company may become involved in news stories or potential or actual litigation of various kinds. When that happens, lawyers, former employees, newspapers, law enforcement agencies, and other outside persons may contact our employees to obtain information about the incident or the actual or potential lawsuit. If an employee receives such a contact, they should not discuss the matter with the caller but refer the call to Human Resources. This will avoid misquotes, misunderstandings, and inadvertent disclosures of confidential or inaccurate information, and the employee may avoid being in the middle of an actual or potential lawsuit. If employees have questions about this policy or are trying to figure out what to do when such a contact is made, they should contact Human Resources. TRANSFERS Harrell's may, at its sole discretion, transfer an employee from one position to another with or without notice, as required by business needs such as production or service needs, or upon special request by an employee. Transfers over 90 days may be considered permanent, and an employee’s compensation may be increased or decreased consistently with the pay scale for the new position.
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