BOCA Employee Handbook

Employee Handbook

Last Updated: 02.10.2025

Welcome

Permission to come aboard GRANTED !!! Welcome and thank you for joining BOCA Marine Technology, LLC where we give our customers peace of mind by delivering a quality, personalized installation, repair and/or maintenance of their marine electronics and HVAC systems. We can’t wait to see what you will achieve with us.

This employee handbook defines who we are and how we work together. We will do everything possible to create a fair and productive workplace, but we need your help. We’ve created this handbook to guide you.

This handbook isn’t a contract or a guarantee of employment. It’s a collection of our expectations, commitments, responsibilities and official company policies / practices. Please read this employee handbook carefully and consult it whenever you need to. We will also offer the handbook online at www.bocamarinetechnology.com/employeehandbook/

Getting to know our company.

We are a local family business serving the Gulf Coast area. Established in 2018, we specialize in custom installations in boats and yachts of all sizes. The products that are installed on customers vessels can make a difference in how enjoyable their boating experience is, and we want to be certain that they have the proper equipment for the type of boating that they do.

Employment basics

In this section, we explain our employee contract types and define our basic employment policies.

Employment contract types

Full-time employees work at least 30 per week or 130 per month on average.

Part-time employees are those who work fewer than 30 per week.

We remind you that, in the U.S., employment is “at-will.” This means that you or our company may terminate our employment relationship at any time and for any non-discriminatory reason(s).

Equal opportunity employment

BOCA Marine Technology, LLC is an equal opportunity employer. We don’t tolerate discrimination against protected characteristics (gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status.) We want all employees to treat others with respect and professionalism.

To do this properly, we ask you to report any discriminatory action against yourself or your colleagues to HR. Our company will not retaliate against you if you file a complaint or discrimination lawsuit. Any employee who retaliates or discriminates against will face disciplinary action.

Recruitment and selection process

Our hiring steps might vary across roles, but we always aim for a process that is fair and effective in hiring great people. If you are hiring for an open role, you will likely go through these steps:

Identify the need for a new job opening.
Decide whether to hire externally or internally.

Review job descriptions and write a job ad.

Get approval for your job ad.
Select appropriate sources to post your job opening.
Decide on hiring stages and possible timeframes.

Review resumes.
Source passive candidates.

Shortlist applicants.
Screen and interview candidates.
Run background checks and check references.

Select the most suitable candidate.
Make an official offer.

Background checks

If you want to run background checks on candidates, ask HR for guidance. This process is sensitive and we must always abide by laws and ensure candidates understand our intentions. As a general rule, commission a background check for finalists only. Use our contracted provider and ensure you have your candidates’ permission.

Attendance

We expect you to be present during your scheduled working hours. If you face an emergency that prevents you from coming to work one day, contact your manager as soon as possible. We will excuse unreported absences in cases of [serious accidents, acute medical emergencies.] But, whenever possible, we should know when you won’t be coming in.

Workplace policies

This section describes policies that apply to everyone at our company: employees, contractors, volunteers, vendors and stakeholders alike. These policies help us build a productive, lawful and pleasant workplace.

Confidentiality and data protection

We want to ensure that private information about clients, employees, partners and our company is well-protected. Examples of confidential information are:

Employee records
Unpublished financial information
Data of customers/partners/vendors
Customer lists (existing and prospective)
Unpublished goals, forecasts and initiatives marked as confidential

As part of our hiring process, we may ask you to sign non-compete and non-disclosure agreements (NDAs.) We are also committed to:

Restrict and monitor access to sensitive data.
Develop transparent data collection procedures.
Establish data protection practices (e.g. secure locks, data encryption, frequent backups, access authorization.)

We also expect you to act responsibly when handling confidential information.

You must:

Lock or secure confidential information at all times.
Shred confidential documents when they’re no longer needed.
Make sure you view confidential information on secure devices only.
Only disclose information to other employees when it’s necessary and authorized.
Keep confidential documents inside our company’s premises unless it’s absolutely necessary to move them.

You must not:

Use confidential information for your personal benefit or profit.
Disclose confidential information to anyone outside of our company.
Replicate confidential documents and files and store them on insecure devices.

This policy is important for our company’s legality and reputation. We will terminate any employee who breaches our confidentiality guidelines for personal profit.

We may also discipline any unintentional breach of this policy depending on its frequency and seriousness. We will terminate employees who repeatedly disregard this policy, even when they do so unintentionally.

Harassment and violence

To build a happy and productive workplace, we need everyone to treat others well and help them feel safe. Each of us should do our part to prevent harassment and workplace violence.

Workplace harassment

Harassment is a broad term and may include seemingly harmless actions, like gossip. We can’t create an exhaustive list, but here are some instances that we consider harassment:

Sabotaging someone’s work on purpose.
Engaging in frequent or unwanted advances of any nature.
Commenting derogatorily on a person’s ethnic heritage or religious beliefs.
Starting or spreading rumors about a person’s personal life.
Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job (e.g. bringing coffee) against their will.

Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated.

If you’re being harassed, whether by a colleague, customer or vendor, you can choose to talk to any of these people:

Offenders. If you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the harassment. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.) Avoid using this approach with customers or stakeholders.

Your manager. If customers, stakeholders or team members are involved in your claim, you may reach out to your manager. Your manager will assess your situation.

Workplace violence

Violence in our workplace is a serious form of harassment. It includes physical and sexual assault, destruction of property, threats to harm a person or property and verbal and psychological abuse. We want to avoid those incidents altogether, but we also want to be ready to respond if needed.

For this reason, we ask you to:

Report to HR if you suspect or know that someone is being violent. Your report will be confidential, and we will investigate the situation with discretion.

Call our building’s security if you witness incidents of severe physical violence (e.g. ones that involve a lethal weapon.) For your safety, avoid getting involved.

We will treat employees who verbally threaten others as high risk and they will receive an appropriate penalty. If HR finds that an employee commits an act of violence, we will terminate that employee and possibly press criminal charges. Employees who damage property deliberately will be solely responsible for paying for it.

Get help early on

Seek help from others early on to mitigate conflicts. For example:

If you experience conflicts with a colleague, ask your manager for advice before tensions escalate.

Workplace safety and health

Our company is committed to creating a hazard-free workplace. To this end, we will ensure workplace safety through preventative action and emergency management.

Preventative action

Preventative actions are any actions we take to avoid injuries or illnesses related to the workplace. We will periodically conduct risk assessments and job hazard analyses to uncover health risks to employees. And we will establish preventative measures to address risks accordingly.

At a minimum, we will:

[Make sure employees who work in dangerous locations are safe.]
[Provide protective gear like gloves, protective uniforms and goggles.]

We also expect you to take safety seriously. Always use protective equipment and follow standards whenever necessary. If you deliberately disregard our guidelines, we may terminate you for your own and others’ safety.

Smoking

BOCA Marine Technology, LLC is a smoke-free workplace. You can smoke in designated smoking areas, balconies, open-air verandas and outer premises, like gardens and sidewalks. Any other area in our workplace (like restrooms, lobby, offices, staircases, warehouses) is strictly smoke-free to protect non-smokers.

We also advise you to:

Extinguish your cigarettes and discard them in outdoor ashtrays, cigarette urns.
Avoid smoking when you have scheduled meetings with clients or vendors.
Avoid smoking near flammable objects and areas.

Setting off fire alarms and causing fires by smoking are serious offenses. If you are found responsible, you may face disciplinary action up to and including termination.

Drug-free workplace

BOCA Marine Technology, LLC is a drug-free workplace. Whether you are an employee, contractor or visitor, you must not bring, use, give away or sell any drugs on company premises. If you are caught with illegal drugs, or show that you are under the influence of substances, you will face disciplinary action up to and including termination.

A list of prohibited drugs and substances includes, but isn’t limited to:

MDMA (Ecstasy and Molly)/Heroin/Cocaine/Crack Cocaine/Methamphetamine in any form/ Rohypnol/ Opium and Other Opioids/Steroids
Marijuana/ GHB/ Hallucinogens and Dissociative Drugs/ Synthetic Cannabinoids

Alcohol

We prohibit employees from consuming alcohol during working hours, but they may consume alcoholic drinks in moderation at company events.

Prescription drugs

If you feel that a prescription drug (e.g. an anxiety mediation) unexpectedly affects your senses, thinking or movement, ask for the rest of your day off. If your manager suspects substance abuse, you may face disciplinary action.

You must not use medical marijuana in our workplace. We have the right to terminate you if your off-duty use of medical marijuana makes you unable to complete your job duties correctly.

We expect employees who hold safety-sensitive jobs (e.g. machine operators or drivers) to be fully alert and capable of performing their duties at all times. We may terminate you if we conclude your prescription drug use creates severe safety risks. If you need to use prescription drugs for a limited time and you think they may impair your abilities, use your PTO or sick leave.

If your job includes secondary tasks that are safety-sensitive and your prescribed drugs affect your ability to perform these tasks, we can make reasonable accommodations to ensure you and your colleagues’ safety.

Dealing with addiction

Being sober is a prerequisite to thriving at our company and we want to help you as much as possible. Employees overcome addictions. We won’t tolerate substance addiction that results in violent, offensive and or inappropriate behavior.

Employee Code of Conduct

As an employee, all company policies mentioned above apply to you. We have some additional expectations about your behavior at work, which we outline here. We can’t cover every single case of conduct, but we trust you to always use your best judgement. Reach out to your manager or HR if you face any issues or have any questions.

Dress code

Our company’s official dress code is Business Casual/Smart Casual.This includes Company Shirt/Non-slip Shoes/Pants or shorts. However, an employee’s position may also inform how they should dress. If you frequently meet with clients or prospects, conform to a more formal dress code. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. workout clothes.)

As long as you conform with our guidelines above, we don’t have specific expectations about what types of clothes or accessories you should wear.

We also respect and permit grooming styles, clothing and accessories that are dictated by religious beliefs, ethnicity or disability.

Cell phone

We allow use of cell phones at work. But, we also want to ensure that your devices won’t distract you from your work or disrupt our workplace. We ask you to follow a few simple rules:

Use your cell phone in a manner that benefits your work (business calls, productivity apps, calendars.)

Keep personal calls brief and use an empty room or common area so as not to disturb your colleagues.

Avoid playing games on your phone or texting excessively.

Avoid using your phone for any reason while driving a company vehicle.

Don’t use your phone to record confidential information.

Don’t download or upload inappropriate, illegal or obscene material using our corporate internet connection.

Also, you must not use your phone in areas where cell phone use is explicitly prohibited

Social media

We want to provide practical advice to prevent careless use of social media in our workplace.

We address two types of social media uses: using personal social media at work and representing our company through social media.

Using personal social media at work

You are permitted to access your personal accounts at work. But, we expect you to act responsibly, according to our policies and ensure that you stay productive. Specifically, we ask you to:

Discipline yourself. Avoid getting sidetracked by your social platforms.

Ensure others know that your personal account or statements don’t represent our company. For example, use a disclaimer such as “opinions are my own.”

Avoid sharing intellectual property (e.g trademarks) or confidential information. Ask your manager first before you share company news that’s not officially announced.

Avoid any defamatory, offensive or derogatory content. You may violate our company’s anti-harassment policy if you direct such content towards colleagues, clients or partners.

Representing our company through social media

If you handle our social media accounts or speak on our company’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should:

Be respectful, polite, and patient.
Avoid speaking on matters outside your field of expertise when possible.
Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use.
Correct or remove any misleading or false content as quickly as possible.

Conflict of interest

When you are experiencing a conflict of interest, your personal goals are no longer aligned with your responsibilities towards us. For example, accepting a bribe may benefit you financially, but it is illegal and against our business code of ethics. If we become aware of such behaviour, you will lose your job and may face legal trouble.

For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant to spot circumstances that create conflicts of interest, either to yourself or for your direct reports. Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager and we will try to help you resolve it.

Employee relationships

We want to ensure that relationships between employees are appropriate and harmonious. We outline our guidelines and we ask you to always behave professionally.

Fraternization

Fraternization refers to dating or being friends with your colleagues. In this policy, “dating” equals consensual romantic relationships and sexual relations. Non-consensual relationships constitute sexual violence and we prohibit them explicitly.

Dating colleagues

If you start dating a colleague, we expect you to maintain professionalism and keep personal discussions outside of our workplace.

You are also obliged to respect your colleagues who date each other. We won’t tolerate sexual jokes, malicious gossip and improper comments. If you witness this kind of behavior, please report it to HR.

Dating managers

To avoid accusations of favoritism, abuse of authority and sexual harassment, supervisors must not date their direct reports. This restriction extends to every manager above an employee.

Also, if you act as a hiring manager, you aren’t allowed to hire your partner to your team. You can refer them for employment to other teams or departments where you don’t have any managerial or hiring authority.

Friendships at work

Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate. But we expect you to focus on your work and keep personal disputes outside of our workplace.

Employment of relatives

Everyone in our company should be hired, recognized, or promoted because of their skills, character, and work ethic. We would not like to see phenomena of nepotism, favoritism, or conflicts of interest, so we will place some restrictions on hiring employees’ relatives.

To our company, a “relative” is someone who is related by blood or marriage within the third degree to an employee. This includes: parents, grandparents, in-laws, spouses or domestic partners, children, grandchildren, siblings, uncles, aunts, nieces, nephews, step-parents, step-children and adopted children.

As an employee, you can refer your relatives to work with our company. Here are our only restrictions:

You must not be involved in a supervisory/reporting relationship with a relative.
You cannot be transferred, promoted or hired inside a reporting relationship with a relative.
You cannot be part of a hiring committee, when your relative is interviewed for that position.

Workplace visitors

No non-employee of BOCA Marine Technology, LLC will visit a employee on any customer vessel at any time.

Solicitation and distribution

Solicitation is any form of requesting money, support or participation for products, groups, organizations or causes which are unrelated to our company (e.g. religious proselytism, asking for petition signatures.) Distribution means disseminating literature or material for commercial or political purposes.

We don’t allow solicitation and distribution by non-employees in our workplace. As an employee, you may solicit from your colleagues only when you want to:

Ask colleagues to help organize events for another employee (e.g. adoption/birth of a child, promotion, retiring.)
Seek support for a cause, charity or fundraising event sponsored, funded, organized or authorized by our company.
Invite colleagues to employee activities for an authorized non-business purpose (e.g. recreation, volunteering.)
Ask colleagues to participate in employment-related activities or groups protected by law (e.g. trade unions.)

In all cases, we ask that you do not disturb or distract colleagues from their work.

Compensation Status

There are two types of employees under FLSA guidelines:

Non-exempt employees, who are covered by the FLSA’s minimum wage and overtime provisions.

Exempt employees, who aren’t covered by the FLSA because they meet three exemption criteria: (a) they are paid at least [$23,600] per year ([$455] per week), (b) they are paid on a salary basis, and (c) they perform exempt job duties (“executive,” “professional” and “administrative.”) Most employees must meet all three criteria to be exempt.

If you are unsure as to whether you should be exempt or not, please ask HR to clarify your status.

The FLSA excludes some types of jobs (e.g. railroad workers, truck drivers) because they are covered by other federal laws. Some other workers, like outside salespeople, are excluded by definition. Feel free to ask HR for clarifications any time.

Overtime

Occasionally, we may need you to work more than your regular working hours. We will pay for overtime work according to local and national laws.

If you are an exempt employee, you are not entitled to overtime pay by federal law. In the event that an exempt employee must work overtime, we will set a cap for overtime hours at 10 hours per week to prevent overworking and burnout.

If you are a non-exempt employee, you are entitled to overtime pay of one and a half times your wage. Please record your overtime hours accurately, so we can calculate your pay correctly. We also ask you to work overtime only after it’s authorized by your supervisor to make our record-keeping easier.

Payroll

We pay your salary or wage Weekly by Direct Deposit. If you are an hourly employee, you should be diligent in clocking in and out/using our timesheet software so we can accurately calculate your pay.

Performance management

We have built our performance management practices to:

Ensure you understand your job responsibilities and have specific goals to meet.
Provide you with actionable and timely feedback on your work.

Employee training and development

We owe our success to our employees. To show our gratitude, we will invest in our employee’s professional development. We want employees to feel confident about improving their efficiency and productivity. We also want to help our employees achieve personal growth and success.

Remote working

Remote working refers to working from a non-office location on a temporary or permanent basis.

If you work remotely permanently, we ask that you adhere to our security, confidentiality and equal opportunity policies just like your office-based colleagues.

Employee expenses

There are some expenses that we will pay directly on your behalf (e.g. hotel rooms for work-related travel.) But we ask you to keep track and report on those reimbursable expenses that you pay yourself. We reimburse employee expenses that are related to:

Business travel
Upon approval, outings with business partners or colleagues

Not all travel expenses are reimbursable. For example, we will pay for your transportation to an airport for work-related travel, but not to a museum for a personal visit.

Please keep receipts for all reimbursable expenses. You can submit them to your manager through our expense software every Friday.

Company car

You may drive a company car if you:

Need it as an indispensable part of your job (e.g. truck drivers and delivery drivers.)
Receive it as a benefit attached to your job.

Either way, your car belongs to our company. You may use your company vehicle for personal reasons as our policy permits.

To get a company car, you should have a valid driver’s license and a clean driving record for at least two years. Drive safe and sober and respect traffic laws and fellow motorists. You should also check your car regularly to ensure gas, tire pressure and all car fluids are at appropriate levels.

We expect you to avoid:

Smoking in a company car.
Leasing, selling, or lending a company car.
Using a company car to teach someone how to drive.
Leaving your company car unlocked, unattended or parked in dangerous areas.
Allowing unauthorized people to drive a company car unless an emergency mandates it.

On our part, we will ensure that our cars are safe and in good condition, as well as appropriately insured.

Accidents

If you are involved in an accident with a company car, contact our HR department immediately, so we can get in touch with our insurance provider. You shouldn’t accept responsibility or guarantee payment to another person without authorization.

Follow this policy’s guidelines to avoid disciplinary action. For minor offenses, like allowing unauthorized people to drive a company car, we will reprimand you or reclaim your car. But for more serious offenses, like causing an accident while intoxicated, we may terminate you.

Company-issued equipment

As an employee, you may receive a company cell phone, laptop or other device, furniture. Unless otherwise mentioned in your contract, any equipment we offer belongs to our company and you may not sell it or give it away. You are also responsible for keeping our equipment safe and in as good condition as possible. If your equipment breaks or malfunctions, let us know so we can arrange to get it repaired.

If you are part of our corporate cell phone plan, please use your phone within our plan’s restraints. You may have to pay any extra charges yourself.

Theft and damage of company equipment

Our equipment is insured for theft and damage. We ask you to inform us immediately if your equipment is stolen or damaged. We might be able to trace stolen laptops and cell phones. Please also file a theft statement (affidavit) with the police and submit a copy to us.

Security of company issued devices.

We advise you to keep your company-issued computer, tablet and cell phone secure. You can do this if you:

Keep all devices password protected.
Ensure you do not leave your devices unattended.
Install security updates for browsers and other systems as soon as updates are available.
Log into company accounts and systems through secure and private networks only.
Follow all instructions for disk encryption, anti-malware protection and password management that you received along with your equipment.

Time

In this section, we explain our provisions for your working hours and time off. We include [five] types of leave and holidays.

Working hours

Our company operates between 8 a.m. to 5 p.m. on weekdays.

Holidays

Our company observes the following holidays:

[New Year’s Day]
[Memorial Day]
[Labor Day]
[Thanksgiving Day]
[Christmas Day]

If a holiday falls on a day when our company doesn’t operate (e.g., Sunday), we will

observe that holiday on the closest business day.

Holiday pay

Exempt employees are entitled to their normal compensation without any deductions.
Permanent non-exempt employees receive holiday pay as a benefit after they have worked with us for more than three months.

Bereavement leave

Losing a loved one is traumatizing. If this happens to you while you work with us, we want to support you and give you time to cope and mourn.

For this reason, we offer [three days] of paid bereavement leave. You may take your bereavement leave on [consecutive/non-consecutive] days to:

Arrange a funeral or memorial service.
Attend a funeral or memorial service.
Resolve matters of inheritance.
Fulfill other family obligations.

If you must travel long-distance for a funeral or service, you can take [two] additional unpaid days off. If you require more time, please use your PTO.

Jury duty and voting

If you are called for jury duty and you are an exempt employee, you can take one day off without deduction from your salary. If local or national law stipulates more days of paid jury duty leave, we will follow the law. On election day, you can take two hours off to vote. You can take a paid half-day off if you need to travel a short distance to vote

Hourly employees may take one unpaid day off for jury duty and voting. If local or national law obliges us to provide hourly employees with paid jury duty leave, we will follow the law.

To keep good records, we ask you to bring us a copy of your summons for jury duty and a document that proves you served.

Leaving our company

In this section, we describe our procedures regarding resignation and termination of our employees. We also refer to our progressive discipline process that may sometimes result in termination.

We remind you that in the U.S. employment is “at-will.” This means that you or our company may terminate our employment relationship at any time and for any non-discriminatory reason.

Progressive discipline

Here we outline steps we will take to address employee misconduct. We want to give employees a chance to correct their behavior when possible and assist them in doing so. We also want to ensure that we thoroughly investigate and handle serious offenses.

Our progressive discipline process has six steps of increasing severity. These steps are:

Verbal warning
Informal meeting with supervisor

Formal reprimand

Formal disciplinary meeting
Penalties
Termination

Different offenses correspond to different steps in our disciplinary process. For example, minor, one-time offenses (e.g., breach of our dress code policy) will trigger Step 1. More severe violations (e.g. sexual harassment) will trigger step 5…

Managers may skip or repeat steps at their discretion. Our company may treat circumstances differently from those described in this policy. But we are always obliged to act fairly and lawfully and document every stage of our progressive discipline process.

Keep in mind that our company isn’t obliged to follow in the steps of our progressive discipline process. As you are employed “at-will” in the U.S, we may terminate you directly without launching a progressive discipline process. For serious offenses (e.g., sexual harassment), we may terminate you without warning.

Resignation

You resign when you voluntarily inform your manager that you will stop working for our company. We also consider you resigned if you don’t come to work for 4 consecutive days without notice.

You are not obliged to give us advance notice before resigning. But, for efficiency’s sake, and to make sure our workplace runs smoothly, we ask that you give at least two weeks’ notice, if possible. If you hold a highly specialized or executive position, we ask that you give us at least a month’s notice, when possible.

We ask that you submit a written and signed notice of resignation for our records. Whether you want to announce your resignation to your team is up to you, but we encourage you to be open.

Forced resignation.

You can resign anytime at your own free will and nobody should force you into resignation. Forcing someone into resigning (directly or indirectly) is constructive dismissal and we won’t tolerate it. Specifically, we prohibit employees from:

Creating a hostile or unpleasant environment.
Demanding or coaxing an employee to resign.
Victimizing, harassing or retaliating against an employee.
Forcing an employee to resign by taking unofficial adverse actions (e.g. demotions, increased workload).

Termination

Terminating an employee is always unpleasant but sometimes necessary. If that happens, we want to ensure we act lawfully and respectfully.

We may terminate an employee either for cause or without cause.

For cause termination is justified when an employee breaches their contract, engages in illegal activities (e.g. embezzlement), disrupts our workplace (e.g. harasses colleagues), performs below acceptable standards or causes damage or financial loss to our company.

Without cause termination refers to redundancies or layoffs that may be necessary if we cease some of our operations or re-assign job duties within teams. We will follow applicable laws regarding notice and payouts.

We will offer severance pay to eligible employees. We may also help employees who were terminated without cause to find work elsewhere, if possible.

Whenever local law doesn’t have relevant stipulations, we will pay accrued leave only to those who weren’t terminated for cause.

If you manage team members, avoid wrongful dismissal. When you terminate an employee for cause, we expect you to be certain you made the right choice and keep accurate performance and/or disciplinary records to support your decision.

References

When we terminate employees, we may provide references for those who leave in good standing. This means that employees shouldn’t have been terminated for cause. If you are laid off, you may receive references. Please ask your manager.

If you resign, you may ask for references and your manager has a right to oblige or refuse.

Policy revision

We will always strive for fairness and equal opportunity and penalize offensive and illegal behaviors. But, as laws and our environment change, we may revise and modify some of our policies.

We have established an annual revision of our handbook to bring it up to date with legislation and employment trends. We also ask you to contact Management if you spot any inconsistencies or mistakes. And, if you have any ideas about how to improve our workplace, we are happy to hear them.

Employee acknowledgement

Please sign to acknowledge that you’ve read this handbook and that you are committed to following our policies. If you need any clarifications, feel free to ask.

Date: …/…/…

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