«PART TIME EMPLOYEE POLICY MANUAL July, 2008 TABLE OF CONTENTS TOPIC PAGE INTRODUCTION • Part-time Associate Policy Manual EMPLOYMENT POLICIES • ...»
• We want to be sure that your pay reflects the proper deductions and that your dependents are covered by all appropriate benefits. Therefore, you must notify the Company of any
changes in your personal status including:
1. Your name;
2. Your home address;
3. Your home telephone number;
4. Your marital status (for deductions and benefits purposes);
5. The number of your dependents;
6. Any correction to your Social Insurance Card Number;
7. The beneficiary for your group life insurance;
8. Changes that would affect your benefits;
9. A point of contact and telephone number where you can be reached in case of an emergency;
10. Your educational status;
11. Any additional training, courses, or experience.
• Notify your Human Resources Coordinator or your supervisor of these changes, as appropriate.
• The normal business practice of CROSSMARK CANADA is to employ only one member of a family. However, under unusual circumstances, with the Manager in Charge approval, exceptions to this policy may be made. When and if this happens, the Associates from the same family will work for different supervisors.
• The normal business practice of CROSSMARK CANADA is not to employ relatives of business associates.
• However, with the Manager in Charge approval, exceptions to this policy may be made.
When and if this happens, the Associate will not be associated directly with the management of the business associate’s business within the Company.
• You are encouraged to seek promotions that provide growth opportunity. If you wish to apply for an open position elsewhere in the Company, you should see your supervisor.
• Associates are encouraged to invite individuals interested in employment with the Company to submit resumes to Company supervisors, managers, or the Human Resources Coordinator. Resumes will be retained for a period of 90 days by either the hiring manager or the Division Human Resources Coordinator and then inactivated for employment purposes.
• You are required to provide the Company two weeks notice if you should decide to resign.
This requirement will allow your management to recruit a replacement or make other arrangements to continue business operations in an effective manner.
• Should you fail to report to work without notifying your supervisor for three working days, you will be considered to have terminated your employment with the Company.
• The Company will not tolerate actions by an Associate that may have a detrimental effect on its business activities, property, staff, customers, or principals, or that interferes with the rights of its Associates, customers, or principals. Any such actions will result in an Associate becoming subject to Company discipline up to and including termination of employment.
• The Company, as a matter of business necessity, retains the right, subject to applicable employment standards and human rights legislation, to terminate an Associate who, for any reason, has been absent from work for a period of six consecutive months.
• In the event of a loss of business, or other economic or organizational reasons, CROSSMARK CANADA may choose to eliminate your position or to realign your responsibilities. In these cases, CROSSMARK CANADA will select individual(s) for a reduction in force based on performance and economic justifications.
• The Company wants to learn why people leave and uses this information to improve work conditions and reduce Associate turnover. Therefore, if you leave, we may conduct an exit interview with you.
• Non-Exempt Associates are paid on a weekly basis and are subject to the overtime pay provisions of the relevant provincial employment standards statute governing wages and salaries. This category includes clerical and secretarial support staff and most retail Associates. Overtime pay at 1 1/2 times a non-exempt Associate’s pay rate is paid for hours worked over the number of hours specified by the relevant provincial employment standards statute. Non-exempt Associates are required to document hours worked using the approved time collection method(s).
• The Human Resource Services Division at the Corporate Center maintains the Job Title Listing for the Company and the breakdown of Exempt and Non-Exempt positions.
• If an Associate receives a call for jury duty, he/she should notify his/her supervisor immediately so we can plan the department’s work with as little disruption as possible. If an Associate is excused early, he/she is expected to return to work.
• Early voting may be available in your area. However, if you have a problem in getting to the polls on election day, please advise your supervisor and make appropriate arrangements to vote. The Company complies with all relevant laws regarding time off for voting.
• When something is unclear or disturbing to you, or, if you are concerned about your advancement, salary/wages, working conditions, or other employment matters, you should talk it over with your immediate supervisor first. You will find that many concerns may be resolved in a satisfactory manner.
• In some cases, however, there may be reasons which make it difficult for you to discuss your problem with your supervisor, or you are not satisfied with the way the problem is being handled. If this is the case, you are encouraged to discuss it with the next level of management. Further, the door of each Manager in Charge is open for concerns you may have. You may also choose to contact Human Resource Services at the Corporate Center directly with respect to concerns you may have about employment matters.
• We are interested in working with each Associate in helping to make the Company a good place to work and to make it easier for each Associate to resolve concerns which might arise. It is understood by all staff personnel and supervisors that channels of communication are to be kept open and flexible. Only in this way can there be satisfactory discussions of differences or misunderstandings.
• PAY PERIODS. Part time Associates are paid each Friday. Checks are provided either through direct deposit or through the mail. Advances in pay are not authorized.
• PAYROLL DEDUCTIONS. The deductions made from paychecks vary from person to
person. These may include:
• FEDERAL AND PROVINCIAL WITHHOLDING TAXES. These deductions vary with the number of exemptions you claim. If you wish to change your withholding, you must complete a new TD1 form available from your division Human Resources Coordinator or the Corporate Payroll Department.
• EMPLOYMENT INSURANCE AND CANADA/QUEBEC PENSION PLANCONTRIBUTIONS. Federal law requires that certain amounts be deducted from your salary to cover your share of the premium cost of employment insurance and the Canada Pension Plan. These amounts are forwarded to the Federal Government together with the Company’s contributions to these plans. (In Quebec, the Associates and the Company contribute to the Quebec Pension Plan rather than the Canada Pension Plan and accordingly, these contributions are forwarded to the Quebec Government).
• CONFIDENTIALITY OF COMPENSATION INFORMATION. Pay information is considered to be confidential matters between individual Associates and their Team Manager, Department Head, or the Manager in Charge. Discussion of pay, bonus, or raise information among Associates or with business associates/clients is prohibited.
• The Company, before filling any position from the outside, may look carefully at current part time Associates who may, with guidance and perhaps some additional training, be qualified for that position.
• PERSONAL LEAVE OF ABSENCE. By policy, the Company does not extend personal leave of absences. However, under rare or unusual circumstances, and with the approval of the President, CROSSMARK Canada, an Associate may be considered for a personal leave.
• WORKERS’ COMPENSATION BENEFITS. CROSSMARK CANADA provides workers’ compensation coverage for all Associates. This benefits program protects Associates if they are injured on the job or suffer from an occupational disease. Workers’ compensation benefits will pay the Associate’s medical bills and lost time from work, in accordance with the provisions of the provincial workers’ compensation statute, if certain conditions are met.
Contact the HR Coordinator for more information regarding workers’ compensation benefits.
• Reporting a Workers’ Compensation Claim - All Associates who are injured on the job need to tell their supervisor and the Human Resources Coordinator immediately. The HR Coordinator will assist the Associate in filing the claim. An Associate should always seek immediate medical treatment, if needed.
• EMPLOYMENT INSURANCE. The purpose of this federal insurance program is to protect you from a total loss of wages should you become unemployed through no fault of your own.
Contact your HR Coordinator for information regarding the procedures for filing a claim.
QUESTION AND COMMENT LINE. CROSSMARK CANADA Headquarters is available at 905Also, the HR’s Answer Line is available at 1-888-695-6735. Please leave your name, phone number, and your question or comment. You will receive a response within 24 hours from the appropriate person in Human Resource Services at the Corporate Center.
• The Company expects that you will perform your duties to the best of your ability. In addition, the Company has adopted several policies related to business conduct that we hope will clarify any questions you might have.
• The Company believes that an Associate’s decision to support an organization should in no way be influenced by the work relationship. This includes activities on behalf of any club, society, labor union, religious organization, political party, company, or similar association.
Soliciting covers such activities as seeking memberships, subscriptions, contributions of money, or sale of items. Furthermore, in order to maintain an efficient, productive operation, without interference with time that is to be devoted for work, the Company has the following rules concerning solicitation and distribution by Associates.
• Associates may not engage in solicitation for any purpose during their working time, which includes the working time of the Associate who is soliciting and the Associate who is being solicited. Working hours include normal work hours, but, for instance, does not include time spent for lunch breaks.
• Distribution of literature is not permitted for any purpose during working times. Moreover, Associates may not distribute literature in work areas at any time. The Company simply does not want its working areas cluttered by bulletins and other types of literature that are non-work-related.
• If an Associate should see a non-Associate soliciting or distributing on the Company’s premises, a Company supervisor should be informed so that he/she can take appropriate action.
• Personal appearance and conduct are especially important in a business where many customers/manufacturers/clients judge the Company on how staff members look and act. It is, therefore, expected that Associates will dress in a manner appropriate to the surrounding environment and in keeping with accepted standards of taste and decorum. Additional guidance is found in CROSSMARK Policy 8.3, Office Attire, and Policy 8.31, Office AttireRetail. Associate’s should contact their Manager in Charge for copies of these policies.
These policies may be found in Human Resource Services Public Folders.
• Associates may periodically want to arrange activities such as athletic events, picnics, or holiday parties. Although the Company may or may not sponsor individual activities, we remind you that your participation and attendance is strictly voluntary. There is no pressure, either direct or indirect, by the Company or your supervisor to attend these functions. Any injuries that occur at these events are not covered by workers’ compensation but may be covered by the terms of the Company’s regular medical insurance plan or other plan in which you may participate.
• OUTSIDE EMPLOYMENT. Outside employment will not be considered an excuse for poor performance, absenteeism, tardiness, or refusal to work overtime. Should the outside employment cause or contribute to any of these situations, it must be discontinued.
• The Company prohibits the unauthorized copying or duplicate use of PC software on Company PC’s.
• Any duplication of copyrighted software, except for backup purposes, is a violation of the Federal Copyright Law. Additionally, software loaded on a Company PC’s hard disk may not be duplicated for use on another PC unless approved under the purchase agreement for that software. Further, providing/receiving business software to/from an outside third party, including principal and customer representatives, is prohibited.