EMPLOYMENT & WORKPLACE POLICIES
3.3 INTRODUCTORY PERIOD All new employees serve a 90-day introductory period. During this time, Tampa Brass & Aluminum (TBA) evaluates performance, attendance, and overall suitability for the role, while employees assess whether TBA is the right fit for them. Supervisors will conduct a Mutual Understanding of Performance Agreement (MUPA) review at the start and conclusion of this period. Completion of the introductory period does not guarantee continued employment or alter TBA’s at-will employment relationship.
Employees are designated as full-time, part-time, or temporary/project hire. These classifications determine eligibility for benefits, overtime, and other entitlements. Classification is communicated upon hire and may be revised with changes in status. 3.4 EMPLOYEE CLASSIFICATIONS 3.5 RECRUITMENT, HIRING & ONBOARDING TBA is an Equal Employment Opportunity (EEO) employer. Hiring decisions are based on qualifications, experience, and business needs. All new hires must complete the onboarding process, which includes review of this Handbook, required safety orientation, and enrollment in benefits. Internal Candidates: Current employees may apply for open positions if they meet job requirements, maintain satisfactory performance, and notify their supervisor. TBA reserves the right to fill positions internally, externally, or through both methods.
3.6 EMPLOYMENT STATUS Employment with TBA is at-will. This means either the employee or the Company may end the employment relationship at any time, with or without notice, and with or without cause, in compliance with applicable law. Nothing in this Handbook or in any Company policy, practice, or communication is intended to create a contract of employment or guarantee of continued employment. 3.7 EMPLOYMENT OF RELATIVES TBA may restrict the employment or placement of relatives or individuals in close personal relationships when such arrangements could create a conflict of interest, including situations involving direct supervision or influence over employment decisions. If such a conflict arises after employment begins, TBA may reassign one of the employees. If reassignment is not possible, TBA will determine which employee may remain employed.
TAMPA BRASS AND ALUMINUM CORP | PAGE 13
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