POLICIES
Shadow IT Policy The purpose of this policy is to ensure the integrity, efficiency and security of enterprise technology and data. Shadow IT is defined as business data, systems and solutions outside the ownership and control of IT (e.g. using Box.com for document storage or building a business application in the cloud). Shadow IT isn’t necessarily detrimental to the organization; however, if not managed appropriately, it can create business risk. One of the most significant areas of concern with Shadow IT relates to security. The potential of reputational and financial damage to the organization from failure or malfunction is greater with Shadow IT systems. Providing IT with details regarding the business functions being served, data security, user provisioning and disaster recovery in such systems is essential. This policy applies to all Team Members and contractors of Asbury who intend to use cloud-based technology, third-party vendors or any other scenario where the development, ownership and control of the system in question is not the responsibility of IT. IT will work with those wishing to use Shadow IT to gain proper approval and to guarantee the system is properly documented, vetted and understood; so, to not create a business risk. Job Titles Policy The title of “Manager” is generally reserved for those Team Members who make decisions for the Company and/or manage people and assets. However, it has become customary to include the title “Internet Manager” or “Finance Manager” in email signatures, official Guest correspondence and on business cards for those specific positions although the above criteria may not apply. Jury Duty We encourage each of our Team Members to accept his or her civic responsibilities. As a good corporate citizen, we are pleased to assist you in the performance of your civic duties. If you receive a call to jury duty, please notify your Manager immediately so that we can plan the department’s work with as little disruption as possible. Team Members who are released from jury service before the end of their regularly scheduled shift, or who are not asked to serve on a jury panel, are expected to call their Manager as soon as possible after being released and report to work if requested. If you are a full time Team Member, have completed your introductory period of 90 days, and have been selected to report for jury duty or to serve on a jury, we will pay you up to one week’s wages forty (40 hours) for time lost. You must provide proof of selection or service days in order to be compensated. Jury Duty pay will be calculated the same as PTO pay. If you have not completed your introductory period of 90 days, and have been selected to report for jury duty or to serve on a jury, you may take unpaid leave. You are not required to reimburse or turn over any compensation received from the applicable court for your time spent on jury duty. Additionally, a Team Member who requires jury time longer than one week may use any accrued PTO time to continue to receive compensation. However, in accordance with the Fair Labor Standards Act, deductions to this time bank will be voluntary and at the request of the serving Team Member. Further, the Company will comply with the FLSA in its interpretation and application of this policy to exempt Team Members.
42 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.
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