On behalf of the dedicated and special people of Milestone Electric Air Plumbing and Security (also referred to as the Company or Milestone in the handbook), we want to personally extend a warm welcome and congratulate you on your decision to join one of the leading electric services, and rapidly growing air condition, heating, plumbing and security firms in our area.
Our successful growth stems from a highly selective employment process that effectively matches individual and organizational values, coupled with an entrepreneurial environment that promotes creativity, constant improvement, and excellence in every aspect of our personal and corporate lives.
You have been selected because we believe you possess the skills, abilities, and personal values that closely match our company’s standards.
The Milestone story is simply a composite of the many successes of our individual team members; people with diverse backgrounds and unique abilities who have come together to build, share, and contribute to a common vision. We want and need everyone to be successful; we depend on each other and support each other in our efforts.
Welcome to the Milestone Team. Miles ahead of the competition.
Founders Gus Antos and Mark Robison created Milestone in 2004. The opportunity for the new company arose from the lack of professionalism in the residential service industry in our area. The founders decided to try and meet the need in the market place. They joined forces with E.S.I (Electrical Success International), a company that is nationally leading the way in the Electrical Residential Service Industry. Using their proven service and marketing expertise, Milestone has become one of the most successful electrical companies in the DFW area. In 2008 the founders expanded Milestone customer services to include residential security, and in 2013 they entered the HVAC market and in 2015 plumbing. The vision is to lead the way in the home service industry, by providing the residential customer with the attention and service they have not experienced in the past. Milestone also provides stable and well-compensated employment opportunities.
ABOUT THIS HANDBOOK
We are pleased to present you with a copy of your handbook (“Team Handbook”). It is a summary of the policies we uphold and the responsibilities you assume as a team member. Milestone wants all team members to enjoy working here.
The purpose of this handbook is to provide team members with a clear understanding of our present policies and procedures. This handbook is NOT an expressed or implied contract. It furnishes guidelines, but not promises of any kind. Please feel free to ask your supervisor if you have any questions pertaining to any policy discussed in the handbook. Milestone is an at-will employer, and employment is not offered, contracted, or promised for any specific length of time. Team members have the right to terminate employment at any time, with or without cause and with or without notice, and Milestone have the same right. This is simply good business and legal practice for everyone.
THIS HANDBOOK PROVIDES GUIDELINES ONLY AND IS NOT A CONTRACT OF EMPLOYMENT. We are not able to foresee the future; therefore, benefits, work rules, or guidelines described in this handbook may need to be supplemented, modified, or eliminated. Except as to the agreement to mediation and arbitration as described herein, we reserve the right to exercise our discretion unilaterally to make deletions from or additions to this Handbook. Each team member’s continued employment constitutes acceptance of such changes.
It is our hope that adherence to the policies in this Handbook will make your employment with Milestone productive, enjoyable, and mutually rewarding.
Welcome to the Milestone team!
CORPORATE MISSION, VISION, AND VALUE STATEMENTS
It has long been recognized that individual and group peak performance originates with a commitment to a mission. Genuine, sustainable high performance begins with an internal decision to excel.
Mission, vision, and values statements of Milestone reflect how we approach our business and how we regard our clients, communities, and team members. As we apply our vision to fulfill our mission, all will profit from the company’s existence and business activity.
COMPANY MISSION STATEMENT
To help our team members prosper in every area of their life, our customers to receive a memorable experience at a great value, and our company to earn a fair profit ethically and honorably.
Milestone will strive to be best-in-class as a high-quality service provider of electrical, HVAC, plumbing and security products and innovative solutions in the communities we serve, and to keep the company on the leading edge of a dynamic and highly competitive industry.
EQUAL EMPLOYMENT OPPORTUNITY
Our company is committed to providing work environments, personnel policies, and practices that are free of discrimination. In keeping with this commitment, we will not tolerate any form of unlawful discrimination or harassment against our team members by anyone, including supervisors, other team members, vendors or clients. There will be no retaliation against anyone for reporting discrimination or harassment, or for cooperating with an investigation of a complaint of discrimination or harassment.
In compliance with federal statutes, we prohibit any form of unlawful team member harassment based on race, color, religion, sex, national origin, citizenship, age, disability, status as a veteran, or status in any group protected by state or local law where we operate. All team members are expected to avoid any behavior or conduct that could be interpreted as discrimination or harassment. It is and shall continue to be our policy that team members work environment be free from all forms of unlawful harassment and intimidation.
Team members who believe they are being discriminated against by a co-worker, manager, supervisor, or an other individual (whether employed by Milestone or not) or who believes their employment is adversely affected by such conduct, should report such incidents to a managing representative. A prompt and thorough investigation of the complaint will be conducted.
Team members who file a complaint under the policy are assured that neither no reprisal will be made nor will their job status in any way be affected because of their complaint with management.
ORIENTATION AND TRAINING PERIOD
The purpose of this policy is intended to give new team members the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether a new position meets their expectations. The Company evaluates performance on a continuing basis and more formally at periodic intervals. The first such evaluation usually occurs during the orientation period. Either the team member or Milestone may end the employment relationship at-will at any time during or after the orientation period, with or without cause or advance notice.
All new team members should receive a copy of the Team Handbook to read during their orientation session. Team members should sign a statement that they have read the Team Handbook and agree to abide by its rules, terms, and provisions.
All new team members serve an orientation period of up to ninety (90) calendar days. If the Company determines that the designated orientation period does not allow sufficient time to thoroughly evaluate the team member’s performance, the introductory period may be extended for a specific period.
We believe in promoting team members from within and have established a policy to give team members an opportunity to apply for positions for which they are qualified.
Open positions are normally posted on the company bulletin board and/or company website for a period of three days, excluding weekends and holidays. Normally, team members must have been in their current position 12 months or more to apply for a posted position. Team members who have been in their position less than 12 months may be considered on an exception basis, if it is clearly in the best interest of the company to do so.
All things being equal, internal candidates will be given preference over applicants from outside the company. However, in cases of urgent need or where special skills or knowledge is required, an external search may be initiated concurrent with the internal posting.
Our main purpose in maintaining regular office hours is to assure that we provide support and respond to the needs of our clients. While standard office hours will usually be 8:00 a.m. to 5:00 p.m., you will be advised of your specific schedule and breaks. Individual hours of work may be different from standard, or may be changed when necessary, to better meet our business requirements and the needs of those whom we serve.
YOUR PERSONNEL RECORDS
Milestone is required to maintain personnel records for applicants, team members, and past team members in order to document employment-related decisions, evaluate and assess policies, and comply with legal record keeping and reporting requirements. We attempt to balance our need to obtain, use, and retain employment information with a concern for individual team member rights of privacy; therefore, all personnel information is closely controlled and confidential.
It is the responsibility of the team member to keep Company personnel files updated. In order to maintain a current team member database, it is necessary for you to promptly notify your supervisor of any changes in personal data. If you are interested in reviewing your file, you may make an appointment to do so. The following information must be provided at the time of employment and changes should be submitted promptly by the team member in writing:
Name; address; telephone number; marital status (for benefits and tax withholding purposes only); number of dependents; addresses and telephone numbers of dependents and spouse or former spouse for insurance purposes only; beneficiary designations for any of Milestone insurance, disability, flex/cafeteria and 401(k); and persons to be notified in case of an emergency. Educational accomplishments should also be accurate and current.
In addition, team members who have a change in the number of dependents or marital status must complete a new Form W-4 for income tax withholding purposes within ten (10) days of the change, if it results in a decrease in the number of dependents.
Milestone will not normally release personnel information, other than date of hire, date of termination, title of last position, and rate of pay. Only the designated management official will answer requests for employment verification and references about current or former team members. Any other requested information will not be released unless authorized by the team member in writing. Exceptions may be made to cooperate with legal, safety, and medical officials who need specific team member information.
Milestone will cooperate with federal, state, and local government agencies investigating a team member if the investigators furnish proper identification and proof of legal authority to investigate and/or in response to compulsory process. However, we reserve the right to seek advice of legal counsel. We may, subject to local, state or federal laws, permit a government investigator to review a personnel file.
DRUG AND ALCOHOL TESTING
Milestone strives to provide a safe work environment and encourages personal health. In regard to this, the Company considers the abuse of drugs or alcohol on the job to be unsafe as well as a counter productive work practice. The Company intends to provide a safe, drug free environment for all its team members.
Because substance abuse at work or away from work can seriously endanger the safety of team members and render it impossible to supply top-quality products and services, the Company is also establishing a program under this policy to detect and remove abusers of alcohol, drugs, other controlled substances, or inhalants from its workplace where such abuse impacts job performance, or otherwise has a negative impact on the Company’s business environment.
Milestone reserves the right to require team members to undergo appropriate tests designed to detect the presence of alcohol, illegal drugs or other controlled substances where it has reason to believe that a team member may be under the influence of any of these substances. Refusal to consent to such a test will be treated as a failed test and may result in disciplinary action up to and including dismissal.
In implementing and enforcing this policy, the Company may test applicants and team members for the presence of drugs and/or alcohol.
Individuals whose test result indicates the presence of alcohol or drugs at or above the levels shown in any of the classes of drugs listed above will be considered to have a positive test.
The Company reserves the right to test for the presence of the following drugs and alcohol at the levels indicated on the following chart:
Prescribed drugs shall not be brought on Company premises by any person other than the person for whom the drug is currently prescribed by a licensed medical practitioner and shall be used only in the manner, combination, and quantity prescribed.
The Company will not tolerate on-premises or on-duty use, possession, or distribution of illegal drugs or alcohol or the abuse of inhalants. Team members who use these substances off duty and report for work under their influence will be terminated. The illegal use, sale, trade, or delivery of a drug or controlled substance or the illegal possession of same on or off duty is cause for termination.
At the request of the Milestone, based on reasonable suspicion or evidence of illegal sale, possession, or use of controlled substances, team members must submit to a search of items within the team member’s work area and any personal vehicle brought on Company premises or worksites or used on Company business.
Applicant Testing: All persons who seek employment for any position may be required to submit to drug testing only after a conditional offer of employment has been made. As part of our employment procedures, applicants are required to sign a Drug and Alcohol Testing Consent Form. It is our policy not to hire any individual who tests positive for any illegal drug. Collection sites, laboratory locations, the Medical Review Officer (“MRO”), and record keeping will all follow the guidelines set forth in this policy.
Team Member Testing: All team members will be required to submit to testing under the specific guidelines described in the Drug and Alcohol Testing Policy.
Post-Accident Testing: Drug and/or alcohol testing, concurrent with treatment for injury or as soon as practicable after non-injury property damage, will be required if the team member (1) Has sustained a personal injury or caused a co-worker or any other person to be injured or; (2) Has caused a work-related accident or was operating or helping to operate machinery, equipment, or a vehicle involved in a work-related accident or in damage to property.
Reasonable Suspicion Testing: Drug and/or alcohol testing may be required if an employer has a “reasonable suspicion,” based on specific facts and rational inferences from those facts, that a team member (1) Is under the influence of drugs or alcohol or; (2) Has violated Milestone’s written work rules against the use, possession, sale, or transfer of drugs, alcohol, or inhalants.
Random Testing: At the discretion of management, team members may be required to participate in random, spot-check drug screens. Drug tests are unannounced and every team member has an equal chance of being selected for testing.
Return-to-Duty/Follow-Up Testing: The Company may conduct follow-up testing as permitted and/or required by law. Any positive test during this period will result in termination without notice.
All test results and related information will be maintained and treated as confidential, with distribution limited to those having a “need to know.” Such records are property of Milestone, but may be made available to the applicant or team member upon his or her request for inspection or copying.
Applicants and team members who refuse to submit to testing or who adulterate, dilute, or otherwise tamper with a test specimen or have a positive test result that is confirmed in accordance with federal, state, and local rules and regulations will be denied employment or will be subject to immediate termination from employment. Unless otherwise prohibited by law, any team member who is terminated from employment in accordance with this policy is considered to have been terminated for misconduct, and will not be eligible to collect unemployment compensation benefits.
Milestone will not take any action under this policy in violation of the Americans with Disabilities Act or any other law.
In accordance with federal, state, and local regulations, Milestone has the right to make changes to this policy at any time. If any part of this policy is determined to be void or unenforceable under state or federal law, the remainder of the policy, to the extent possible, remains in full force and effect.
Visitor access to our office is normally restricted to general business hours. Team members may be granted access to their work location outside of the normal business hours on a job function or special needs basis. A key or access card will be provided to you and access procedures explained to you during your orientation. Keys and access cards to facilities are issued to those team members who have need to access secure areas. Only team members authorized by management to receive keys or access cards are to have them in their possession. The keys and access cards are not to be loaned to other team members or anyone else without the written authorization of management.
Milestone has taken precautions in an attempt to make the facilities safe and secure. Firearms or other weapons are prohibited, except for official purposes. Locks have been installed in all points where security or privacy is required. Confidential records and files of the Company are kept in a secure, locked area.
Weapons: Milestone strictly prohibits weapons of any type on Milestone’s premises, on Milestone’s customers’ premises or at any Milestone sponsored events. This includes visible and concealed weapons. While this list is not all inclusive, the term “weapons” includes, but is not limited to, firearms of any kind (whether loaded or unloaded), knives with a blade longer than 5 1/2″, any explosive materials, or any other object that could be used to harass, intimidate, injure, or kill another individual. No provision in this policy is intended to prohibit a team member who holds a license to carry a handgun or otherwise lawfully possesses a firearm, or who lawfully possesses ammunition, from transporting or storing a firearm or ammunition the team member is authorized by law to possess in a locked, privately-owned motor vehicle in a parking lot, parking garage, or other parking area Milestone provides for team members.
Management reserves the right to conduct a search of all Milestone-owned property, personal property a team member brings on Milestone’s premises, or furnished items (desks, lockers, packages, boxes, purses, briefcases, etc.) for business-related purposes. If necessary, a search may be conducted without prior notice. If there is a strong suspicion that an individual is in possession of a weapon and he or she is acting in an unreasonable or threatening manner, the Police Department should be contacted immediately to intervene.
Generally, team members should not expect a level of privacy while using Milestone’s equipment or while on Milestone’s property.
To provide a safe and healthful work environment for team members, customers and visitors, Milestone has established a workplace safety program. Each team member is expected to obey safety rules and exercise caution in all work activities. Team members must immediately report any unsafe conditions to the appropriate supervisor. Team members who violate safety standards or who cause hazardous or dangerous situations and/or who fail to report, or where appropriate remedy such situations, may be subject to disciplinary action, up to and including termination.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear, team members should immediately notify the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefits procedures.
Team members involved in a work related injury or accident or who engage in unsafe on-duty job related activities that pose a danger to others or the overall operation of the Company, may be subject to a drug screening. If a team member sustains a work-related injury that was caused by unsafe behavior and/or non-compliance with safety policies, it may result in disciplinary action, up to and including termination.
EMERGENCY RESPONSE PROCEDURES
It is important that you familiarize yourself with the specifics of the plan as it relates to your location. Your supervisor will cover this information with you, and you are encouraged to ask questions to assure you understand how to respond to any emergency situation.
Medical Emergencies: Medical emergencies are divided into three categories: life threatening, serious, and minor. In the event an injury is life threatening, call 911 for help. If there is any question about how serious an injury is, call 911. Serious injuries can range from a simple fracture to a cut that requires sutures. For injuries of this type, transport the injured party to the nearest medical facility equipped to handle medical emergencies. Minor injuries are those that can be treated by the injured party without assistance. First Aid Kits are available for this purpose.
Evacuation Procedure: Evacuation of a facility is recommended in cases of structural or other potentially serious fires, bomb threats, gas leaks, or other situations that could expose team members to death or injury.
Severe Weather Procedure: In the event that a business’s location is threatened by severe or violent weather, all team members are required to take shelter in the facility’s designated shelter area until the threat is over.
Fires: Fires are a serious threat to lives and property. If you smoke, do so in authorized areas only. When using flammable chemicals, electrical equipment, or other potential sources for a fire, be careful. A single act of carelessness can cause lives or jobs to be lost. Know the location of emergency exits and firefighting equipment. In the event of a fire, keep calm and follow your facility’s emergency response procedures.
First Aid and CPR: All team members are encouraged to learn first aid and CPR. To prevent exposure to the HIV or Hepatitis B viruses, you should wear latex gloves when providing first aid. Never allow blood or other bodily fluids to come in contact with your skin or mucous membranes.
TEAM MEMBER AND COMPANY PROPERTY
While the company makes every attempt to protect team member property, it is not liable for any damage or loss thereof.
It is our policy that company-owned furnishings and equipment not be removed from the premises without proper written authorization from the responsible management representative. This policy is necessary in order to assure that furnishings and equipment used in work areas are there when needed, plus to maintain accurate inventory records.
Only authorized management personnel may remove furnishings and equipment in vacated work areas/offices.
Parking is provided free to team members. Parking designated for Milestone. Visitors and customers and/or team members of nearby businesses should be respected.
Trash and clutter in or around work areas is inconsistent with generally accepted principles of safety, security and efficiency. The pride we take in our offices also goes a long way in presenting a professional image to our visitors. Therefore, each team member is responsible for the appearance of his or her office/work area. This also applies to company vehicles on and off the property.
We are committed to providing a safe and healthy office environment and to promoting the health and wellbeing of all team members. Consistent with this position, the company recognizes the mounting scientific evidence of the adverse health effects of tobacco smoke and, in particular, the health hazards of environmental tobacco smoke. It is therefore our policy to prohibit smoking on company property except in designated areas.
Milestone respects a person’s right to choose whether or not to use tobacco products during non-working time and in non-working areas as subject to an individual’s choice. It is against Company policy for team members to use tobacco, and/or alternative products such vapor pipes, electronic or similar in (a) areas other than those specifically designated for such during working hours, or (b) company-owned vehicles. Smoking in designated areas will be restricted to meal and break times. These break times may be strictly enforced. By no means is smoking or using tobacco products allowed on Milestone clients’ properties. This would result in immediate termination of employment.
Milestone will comply with all applicable state laws and will not discriminate against persons who use tobacco products.
PERSONAL INJURY REPORT / TREATMENT
We support all federal and state OSHA laws and regulations and require that all injuries – – no matter how slight – – be reported to your supervisor immediately. This policy is important to the safety and wellbeing of all our team members in order to ensure a continued safe and successful operation.
First aid supplies are available to all team members for minor injuries. If an injury requires more extensive treatment, contact your supervisor concerning additional medical help. The company reserves the right to have you examined by a physician of its choice.
If you are involved in or are a witness to an accident or incident, you are required to provide information in order for the appropriate report to be completed. Please be aware of the importance of immediate action in reporting all details of the accident.
Injury Treatment: If you are injured on the job, Milestone’s primary concern is to provide you with the best medical care available. If the injury is very serious or if it occurs when the closest medical provider is closed or unavailable, you will be taken to the nearest emergency room. If you are not satisfied with your treatment at the clinic or hospital, report it as soon as possible so corrective action can be taken. Team Members should consult with Milestone Human Resources for specific questions regarding authorized in-network providers.
Follow-Up Treatment: All injured team members must follow the doctor’s order of treatment. Failure to do so may result in the loss of benefits.
Company Notification: If the doctor orders you to take time off from work due to an on-the-job injury, you must contact your supervisor or manager immediately. You should advise them of your progress and expected date of return.
Light Duty: We want you back to work as soon as possible. If you are not able to return to your regular duty, we may consider you for a light duty schedule. Your doctor and Milestone will determine which jobs you can perform.
Milestone provides worker’s compensation insurance at no cost to the team member. This plan covers any injury or illness sustained in the course of employment. Benefits may include payment for medical treatment, loss of income and disability. You must advise your supervisor immediately of any work-related injury or illness, regardless of how minor it may be. This will enable us to arrange for proper medical evaluation and treatment, if necessary, and prevent complications.
If a job injury causes you to leave or miss a workday, the company must have medical authorization to show that you are physically able to return to work.
If you are released to return to work with physical restrictions, every reasonable attempt will be made to accommodate your restrictions.
You were provided worker’s compensation network information and procedures when signing your new enrollment paperwork. Please let your supervisor know if you need additional information pertaining to the network or procedure at any time.
Milestone nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during your voluntary participation in any off- duty recreational, social or athletic activity.
We are concerned about the increased violence in the workplace and have taken steps to help prevent incidents of violence from occurring. It is the policy of this company to expressly prohibit any acts or threats of violence by any team member or former team member against any team member, customer or visitor on our premises at any time or while they are engaged in business with, or on behalf of, the company, on or off our premises.
In furtherance of this policy, team members have a “duty to warn” their supervisor or other management official of any suspicious workplace activity, or situations or incidents that they observe or that they are aware of. This includes, for example, threats of violence, aggressive behavior, offensive acts, threatening or offensive comments or remarks, and the like. Team member reports made pursuant to this policy will be held in confidence to the maximum possible extent. The company will not condone any form of retaliation against any team member for making a report under this policy.
It is our policy to create a drug-free workplace. The use of controlled substances is inconsistent with the behavior expected of our team members and undermines our ability to operate effectively and efficiently. In this connection, the unlawful manufacture, distribution, dispensation, possession, sale or use of a controlled substance in the workplace or while engaged in the company’s business off our premises is strictly prohibited. This prohibition includes reporting to work under the influence of a controlled substance. Such conduct is also prohibited during nonworking time to the extent that, in our opinion, it impairs a team member’s ability to perform on the job or threatens the company’s reputation or integrity.
Team members who violate any aspect of this policy may be subject to disciplinary action up to and including termination. At our discretion, team members who violate this policy may be required to successfully complete a drug abuse assistance or rehabilitation program as a condition of continued employment.
Driving Milestone Vehicles
Milestone’s code of conduct states that, ‘while driving company vehicles, team members must comply with traffic laws and legislation, be conscious of road safety and demonstrate safe driving and other good road safety habits when driving on company business. The following actions in company vehicles will be viewed as serious breaches of conduct and dismissal may be a consequence:
To ensure the safety of all Milestone team members, drivers of company vehicles will:
For purposes of salary and benefits administration, we classify team members as follows:
Full-time regular. Team members hired to work 40 hours or more per week on a regular basis. Part-time regular. Team members hired to work fewer than 30 hours per week on a regular basis.
Temporary. Persons hired to work full-time or part-time with the understanding that their employment will be terminated no later than on completion of a specific assignment. (Note that a temporary team member may be offered and may accept a new temporary assignment with the company at the conclusion of an assignment and thus extend their temporary status.) Also, the company at the conclusion of their temporary assignment, in which case their date of employment will be when they start regular employment, not when they started their temporary assignment, may offer temporary team members regular employment.
Nonexempt. Team members who are required to be paid overtime at the rate of time and one half their regular rate of pay for all hours worked beyond 40 hours in a workweek, in accordance with applicable federal wage and hour laws.
Exempt. Team members who are not required to be paid overtime, in accordance with applicable federal wage and hour laws, for work performed beyond 40 hours in a workweek. Executives, professional team members, outside sales representatives, and certain team members in administrative positions are typically exempt.
You will be informed of your initial employment classification and of your status as an exempt or nonexempt team member during your orientation session. If you change positions during your employment as a result of a promotion, transfer or otherwise, you will be informed of any change in your exempt status.
Please direct any questions regarding your employment classification or exempt status to your supervisor.
PAY FOR PERFORMANCE
Recognizing that earnings are a very important part of your job, we strive to maintain a compensation system that is both fair and competitive. Essentially, it is a “pay for performance” system that considers local area and industry rates along with your specific level and consistency of contribution.
All team members are paid on a weekly basis with paydays falling on Friday. The first paycheck will be held back one week. When a payday falls on a holiday, you will be paid on the last workday prior to the regular payday.
It is our policy to maintain strict confidentiality in regard to your compensation, and it is our desire that you respect the same confidentiality.
Deductions will be made from a team member’s gross wages as required by law including, but not limited to, the following: applicable federal income tax, social security tax (OASDI and Medicare portions of FICA), applicable state and city taxes, court-ordered child support, IRS wage garnishments, student loan garnishments, and other such legally mandated deductions. Team members that disagree with garnishments should contact the appropriate authority who initiated the garnishment. These garnishments are required by law and will be followed as required. Every team member must fill out and sign a federal withholding allowance certificate (IRS Form W-4) on or before the team member’s first day of employment. Deductions will be made at the highest rate permitted by law for every team member who fails to fill out a Form W-4. If a team member elects to participate in Company sponsored health or supplemental coverage and/or 401(k) savings plans, deductions may be made based on the team member’s written instructions and authorization. No deductions will be made for other miscellaneous transactions unless permitted by law. No deductions will be made from an exempt team member’s wages except deductions that are allowed by applicable law.
Team members who believe that an improper deduction has been made from their wages should discuss it with their supervisor or manager personally or present it in writing before the next regular pay period. If an investigation reveals that a deduction was made in error, the Company will reimburse the team member for any improper deductions and take good faith efforts to prevent improper deductions in the future.
Vehicle Accident: A Team Member who drives a company owned vehicle and is involved in what is determined to be an “At Fault Accident” will be subject to a payroll deduction. This payroll deduction will not exceed $500. All accidents will be investigated thoroughly by General Manager before any payroll deduction is assigned. The Team Member who is assigned the deduction will have the option of paying Milestone directly or having the amount deducted from his or her paycheck.
Property Damage: A Team Member who performs work in a customer’s home and damages a customer’s property will be subject to a payroll deduction. Also, a Team Member who works on the property of Milestone and uses company owned equipment that has been damaged will be subject to a payroll deduction. All property damages will be thoroughly investigated by General Manager before any payroll deduction is assigned. The Team Member who is assigned the deduction will have the option of paying Milestone directly or have the amount deducted from his or her paycheck. The deduction amount will not exceed $500.
Upon termination of employment, any balance due from vehicle accident or property damage will be deducted from last paycheck or the Team Member will have the option of paying Milestone directly the balance before the last paycheck is released.
Each team member is entitled to know how they are performing and whether or not individual goals are properly aligned with company goals. Consequently, team member evaluations occur informally within the context of your daily activities, and formally on an annual basis.
New team members are normally evaluated following three months of service and annually thereafter.
An appraisal is intended to ensure proper focus and coordination of objectives. At least annually, you and your supervisor will review past accomplishments, strengths and potential, as well as areas for personal growth and development. In these sessions, you are given the opportunity to participate in creating your own career goals and addressing tasks that require more effort or a different approach.
Your supervisor will guide you through this process to ensure that your goals are consistent with the company’s mission.
A completed evaluation document is placed in your personnel file and becomes the starting point for the next measurement period.
Formal appraisals are used to provide feedback regarding your performance and appropriate personal and corporate development. The performance appraisal process does not result in automatic raises. Salary adjustments may or may not occur in conjunction with performance appraisals.
WHAT IT TAKES TO BE A MILESTONE TEAM MEMBER Now that you have accepted the offer to join the team, it will be beneficial for you to review the characteristics found in successful team members.
Our company culture focuses on total client satisfaction and is based upon the following:
A successful team member is one who:
Harassment and Sexual Harassment
Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and that, therefore, interferes with work effectiveness.
IF YOU ARE BEING HARASSED YOU MUST IMMEDIATELY REPORT IT IN WRITING TO YOUR IMMEDIATE SUPERVISOR
Any company team member who feels that he or she has been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of his or her supervisor in the form of a written complaint. Supervisors or managers who receive a complaint of harassment or sexual harassment should immediately report the complaint to the President. It is strongly preferred that the team member make his or her complaint in writing, but the team member can accompany or follow up a written complaint with a verbal complaint. If the team member’s supervisor is the one who is allegedly engaging in the harassing behavior, the team member should immediately report the matter in writing to the Company’s President. The team member’s complaint will be promptly and thoroughly investigated. The Company will promptly investigate all allegations of discrimination and harassment, and take affirmative action as appropriate based on the outcome of the investigation. The investigation may include questioning team members who have knowledge of the alleged incidents or similar problems. If the alleged harassment involves any types of threats of physical harm to the victim, the alleged harasser may be suspended with pay while an investigation is pending. Both the complaint and the investigative actions and findings should be thoroughly documented in writing. If the investigation reveals that the charges were brought falsely and with malicious intent, the charging party may be subject to disciplinary action, including termination. Confidentiality of reports and investigations of sexual harassment will be maintained to the greatest extent possible. The procedure for reporting incidents of harassing behavior is not intended to impair, replace or limit the right of any team member to seek a remedy under available state or federal law by immediately reporting the matter to the appropriate state or federal agency.
RETALIATION IS PROHIBITED
Milestone will permit no employment based retaliation against anyone who brings a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint of sexual harassment. A team member bringing an allegation of harassment to the attention of the Company or assisting in the investigation of such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against, or discharged because of the complaint. It should be further understood that no team member will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for participating in good faith in an investigation pursuant to these policies. If a team member feels he/she has been retaliated against, the team member should file a complaint using the procedures set forth above. The Company will not in any way retaliate against any individual who makes a report of sexual harassment nor permit any team member to do so. Retaliation is a serious violation of this sexual harassment policy and should be reported immediately. Any person found to have retaliated against another individual for reporting sexual harassment will be subject to appropriate disciplinary action, up to and including termination.
TEAM MEMBERS ENGAGING IN HARASSING BEHAVIOR
AND TEAM MEMBERS WHO FAIL TO REPORT HARASSING BEHAVIOR
ARE SUBJECT TO DISCIPLINE AND POSSIBLY TERMINATION
A team member engaging in improper harassing behavior will be subject to disciplinary action, including the possible termination of employment. Moreover, team members who are aware of harassing behavior, but yet fail to report such harassing behavior to management or the President are also subject to discipline, including the possible termination of employment.
RIGHT TO AN APPEAL
If any party directly involved in a sexual harassment investigation is dissatisfied with the outcome or resolution, that individual has the right to appeal the decision. The dissatisfied party should submit his or her written comments to the Director of Human Resources and to the Company President.
THE COMPANY HAS THE RIGHT TO MONITOR
The team members of Milestone acknowledge that the Company reserves the right to monitor its team members’ use of electronic communications systems. This includes the Company’s right to monitor telephone calls in and out of the Company’s phone systems, use of Company e-mail, and use of the Internet on the Company’s computers all constitute “electronic communications.” The team members of Milestone further acknowledge that the Company must monitor electronic communications in order to enforce these policies and procedures in furtherance of the legitimate business purpose of maintaining an equal employment opportunity workplace.
Any and all information about our operations, marketing and people, and the business activities of our clients is proprietary information and should not be discussed with anyone outside of Milestone. All information about our business should remain within the organization.
The company offers training to team members in its operating and marketing systems. Many of the concepts are unique in the Electrical Repair industry (trade secrets). The company has invested heavily in these systems and must therefore require all team members to safeguard them. Team members are not permitted to retain copies or duplicate any information unless instructed to do so by their supervisor. In a very real sense, corporate and individual job security is dependent upon a mutual commitment to protect company information. Failure to comply with this policy may result in disciplinary action, including termination of employment and/or legal action.
Team members must know how important this information is and what information constitutes “trade secrets”. Milestone insists that each team member adopt as their personal code the following policies:
Milestone’s team members, interns, and volunteers will to the best of their ability, ensure confidentiality and privacy with regard to history, records, and discussions about the people they serve. Team members, interns and volunteers will not disclose any information about a person, including the fact that the person is or is not served by the organization to anyone outside of this organization unless authorized by an officer of Milestone or other authorized personnel. All records will also remain confidential and will not be released to anyone without the permission of an officer of Milestone. The principle of confidentiality must be maintained in all programs, departments, functions, and activities of Milestone.
This policy outlines the duties of all team members. Any team members who disclose trade secrets or confidential information will be subject to disciplinary action up to and including termination, and possible legal action, even if he or she does not actually benefit from the disclosed information.
Without exception, as a condition of employment, each team member must sign and support a confidentiality covenant.
All electronic communication systems and all communications and information transmitted by, received from, or stored in these systems is the property of the company and as such are to be used for job-related purposes. The “job related” guideline also applies when using company electronic communication systems by dialing into the system from a remote location, regardless of the time of day.
Team members using this equipment for personal purposes do so at their own risk.
The Company strives to maintain a workplace that is free of harassment and sensitive to the diversity of its team members. Therefore, the Company prohibits the use of computers and the e-mail system in ways that are disruptive, offensive to others, or harmful to morale. For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed.
Other such misuse includes, but is not limited to, ethnic slurs, racial comments, offensive or jokes of a sexual nature, or anything that may be construed as harassment or showing disrespect for others.
E-mail may not be used to solicit others for commercial ventures, religious or political causes, outside organizations, or other non-business matters.
The electronic communications policy also prohibits personal instant messaging on a company computer system of any kind.
Further, team members are not permitted to use a code, access a file or retrieve any stored communication unless authorized by an appropriate management representative. No team member may use a pass code that has not been issued to that team member or that is unknown to the company. Team members who violate this policy are subject to disciplinary action, up to and including termination.
To ensure that the use of electronic communications systems and business equipment is consistent with our legitimate business interests, authorized representatives of the company may monitor the use of such equipment from time to time.
Ownership: The Company owns and retains the right to examine any information on any company owned equipment. Team members should not expect e-mail or other electronic storage to be private. The company may, from time to time, examine e-mail messages or other contents of a team member’s computer.
Propriety: Electronic media should be treated as any other media. Anything, which would be inappropriate in any other media, is also inappropriate in electronic media.
Computer Games: Computer games or games on handheld devices are not allowed during business hours.
The Internet can be described as a union of the telephone, mail, television, radio, and any type of remote communications that can be carried out via the Internet. Even though there is no set of laws specifically regulating participation on the Internet (such as postal regulations), there is Netiquette. Netiquette describes the code of conduct all members of the Internet community expect from one another. Underlying all of them are three (3) primary tenets: don’t break the law, be a good neighbor, and please use good judgment. Nothing in this policy should be deemed to prohibit a team member from conduct protected by state or federal law.
Activity based, in any part, on the Company’s Internet connection, if applicable, should not be considered confidential. This also includes the possibility of inspection of any mail and/or files tagged with a team member’s user identification. The Company expressly reserves the right to monitor all Internet activity using the Company’s Internet connection, to search a team member’s computer and Internet files, and to report any illegal activities to the appropriate authorities.
Use of the Milestone’s Internet access is strictly limited to Company business. Team members are not to use Internet access for personal business at any time without the approval of management. Internet access origination at the Company is a privilege that may be withdrawn at any time.
Team members are prohibited from any activity that is contrary to state or federal law, including distributing or obtaining copyrighted software or information without proper authorization from the copyright holder.
Do not engage in any activity that could be construed as hostile to another Company or institution. An example of this is making attempts to gain unauthorized access to another Company’s systems and/or information.
This part of the policy and procedures in it apply to content that you publish on the internet (e.g. your contributions to blogs, message boards and social networking or content-sharing sites) even if created, updated, modified or contributed to outside of working hours or when using personal IT systems. Milestone recognizes that in your private time you may wish to publish content on the internet. For the avoidance of doubt, such activities are expressly prohibited during work time or using Milestone’s systems.
If you post any content to the internet, written, vocal or visual, which identifies you as a team member of Milestone and/or you discuss your work or anything related to Milestone or its clients, customers or team members, Milestone expects you, at all times, to conduct yourself appropriately and in a professional manner. Any material or communications should be approved by Milestone prior to the content being made public. It should be noted that simply revealing your name or a visual image of yourself could be sufficient to identify you as an individual who works for Milestone.
If you already have a blog or personal website which indicates you work for Milestone, you should report this to your supervisor. If you intend to create a personal blog or website that in anyway indicates you work for Milestone, you must discuss and receive prior approval from your supervisor. If a blog posting clearly identifies you as a team member of Milestone and you express an idea or opinion then the following disclaimer must be added, “These are my personal views and not those of Milestone.”
The following matters will be treated as gross misconduct capable of resulting in discipline up to and including termination and possible legal ramifications:
Revealing confidential information about Milestone in a personal online posting is prohibited at all times and grounds for immediate termination. This might include revealing information relating to Milestone’s clients, business plans, policies, team members, financial information or internal discussions. Consult your supervisor if you are unclear about what might be confidential.
Criticizing or embarrassing Milestone, its clients or its team members in a public forum (including any website) is prohibited and grounds for immediate termination. You should always respect the Milestone reputation and the privacy and feelings of others at all times. If you have a genuine complaint to make about a colleague or workplace matter, address any and all issues or concerns with your supervisor.
CELL PHONE USAGE
Studies show that many accidents are caused by driver distraction. Common driver distractions include the use of electronic equipment such as cellular phones and personal digital assistants, e.g., a smart phone, etc. The use of a cellular phone has been found to significantly increase the risk of an accident.
A team member who uses a company-supplied device or a company-supplied vehicle is prohibited from using a cell phone or similar device while driving, whether the business conducted is personal or company-related. This prohibition includes receiving or placing calls, text messaging, surfing the Internet, receiving or responding to email, checking for phone messages, or any other purpose related to your employment; the business; our customers; our vendors; volunteer activities, meetings, or civic responsibilities performed for or attended in the name of the company; or any other company or personal related activities not named here while driving.
Use of company-owned vehicles or devices for personal business is not permitted, whether during or after work hours.
If you must use a cell phone during work hours, the company requires you to stop in a safe (away from traffic), well-lighted location to use this device.
Company-supplied devices will only be used sparingly for personal calls, texts and date. Under no circumstances are company-supplied devices to be used for international calls or international data usage. Milestone reserves the right to revoke the right to use company-supplied devices at any time.
For company-supplied devices, Milestone has allotted 7 gigabytes (“GB”) of data usage per month/ billing cycle. In the event that any employee exceeds the allotted 7 GB of data in any month, said employee will be charged $10 per 1 GB of data, or any portion thereof, for data usage overages.
Milestone is aware that team members utilize their personal or company-supplied cellular phones for business purposes. Cell phone usage can result in a distraction in the workplace. To ensure the effectiveness of meetings, team members are asked to leave cell phones at their desk. Or, on the unusual occasion of an emergency or anticipated emergency that requires immediate attention, the cell phone may be carried to the meeting on vibrate mode.
Long-distance personal calls should not be made during the workday by any team member unless approved by their supervisor.
Cell phone usage will not be allowed for personal calls or texts in the building during working hours. You may make personal calls or text on your cell phone outside the office during your lunch hour or break time. If you need to make a personal call during working hours, your desk phone should be used for emergency calls within reason.
Prohibiting personal cell phone usage and/or text messaging in the office during business hours will ensure that there are no distractions for our clients, visitors and team members by cell phones ringing and/or usage while in the office. Team members who violate this policy will be subject to disciplinary actions, up to and including employment termination.
Team members may not use cell phones with recording or photographic capabilities for anything other than specified business purposes at any time as to protect the privacy of our team members, clients and Milestone.
ATTENDANCE AND PUNCTUALITY
Because our work results from client and associate inquiries, calls and orders, it is critical that we support and incorporate the company’s commitment to total client satisfaction. This cannot be done unless we regularly demonstrate our personal commitment to reporting for work on a regular and prompt basis. Many times our tasks cannot be made up with extra hours.
Regular and timely attendance is essential to performing your job in a satisfactory manner and is always a key measure of total performance in the company’s appraisal and advancement program.
In the event you are unable to report as scheduled, you must call your supervisor. This should be done no later than you’re starting time and occur each day until you either return or are given other reporting instructions. Leaving a message with a co-worker does not relieve you of your reporting responsibility.
Arriving late or being absent without acceptable excuse is a serious problem. Notice of absence and/or tardiness alone, without a good excuse and without a reasonable explanation of the reason for and extent of the absence or tardiness does not fulfill the team member’s obligation. Likewise, a good excuse does not necessarily justify lack of notice. Absenteeism and tardiness should be considered excessive when it is more than twice in one month. Excessive absenteeism or tardiness may result in disciplinary action, up to and including termination.
Absences of two (2) days or more will require documentation from medical doctor. You must provide upon return to work to your supervisor. An absence of one (1) day or more with-out proper notification to your supervisor may be considered job abandonment and will be grounds for immediate termination. Serious medical emergencies and/or hospitalization are excluded from being considered job abandonment. Please notify your supervisor as soon as possible in this event.
BEHAVIOR – DETRIMENTAL CONDUCT POLICY
We take great pride in the highly skilled and dedicated professionals who make up this dynamic company. To ensure consistent, orderly operation and provide the best quality of work life, all team members must conduct themselves in a way that works to promote the best interests and wellbeing of all team members.
While it is not possible or necessary to list all the forms of behavior that are considered detrimental, the following are examples of inappropriate and consequently unacceptable actions that can result in disciplinary action, including termination of employment:
• Theft, unauthorized removal or possession of company, client or a co-worker’s property.
• Reporting to work or conducting company business under the influence of alcohol or non-prescribed drugs.
• Fighting or threatening violence on company property.
• Possession of dangerous or unauthorized materials such as explosives, weapons or unregistered firearms on company premises.
• Negligence or improper conduct leading to damage of either company- or client- owned property.
• Violating nondiscrimination and/or harassment policy and/or detrimental conduct policy.
• Excessive absenteeism, tardiness or any absence without notification.
• Manufacturing, possessing, using, selling, distributing or transporting illegal drugs.
• Falsifying employment or other company records.
• Unauthorized disclosure of confidential business or team member information.
• Insubordination and/or refusal to follow instructions.
• Soliciting or accepting gifts of greater than nominal value from clients or vendors.
On-duty or off-duty personal conduct by a Milestone team member which affects a team member’s job performance or adversely affects the public trust and confidence placed in Milestone’s team members is considered detrimental personal conduct.
Any unlawful conduct while working on a Milestone jobsite or operating and/or riding in a Milestone company vehicle (either during or after work hours) may result in disciplinary up to and including termination.
Whether on-duty or off-duty, your conduct reflects on Milestone. You are expected to observe the highest standards of professionalism and courtesy at all times.
The employment relationship is like most other associations by mutual consent where either party may elect to sever the relationship. The inability to abide in a responsible manner consistent with the performance standards of the company can result in such a severance.
Due to the seriousness of discharge, all such actions require the approval of an officer of Milestone.
The Milestone dress code is intended to project an “image of excellence.” All team members have a direct impact on this image, and by following the guidelines below, enhance the company’s public relations investment. Individual questions or concerns should be directed to your supervisor.
Dress, grooming and personal cleanliness contributes to the morale of all associates and affects the business image we present to customers and visitors.
During business hours, team members are expected to present a clean and neat appearance and to dress according to the requirements of their position. Team members who appear for work inappropriately dressed or with poor personal hygiene will be sent home and directed to return to work in proper attire and proper personal hygiene. Under such circumstances team members will not be compensated for time away from work. All team members are expected to observe daily personal hygiene and use good judgment regarding appropriate dress and grooming.
The final decision regarding proper attire and grooming is the responsibility of the team member’s supervisor or manager who shall make decisions consistent with the policies contained herein. Consult your supervisor or manager if you have questions as to what constitutes appropriate attire.
Office Team Members
Office team members are allowed to wear jeans and a collared shirt. The jeans must be clean, pressed and suitable for business (no low-riding jeans permitted) and in good repair (no rips or holes). Shirts are to be neat polo type or button down, no sweat shirts, and no T-shirts. Dress shoes are expected to be worn with office attire. Flip flops are not permitted. Open toe shoes may be worn by Female Team Members as long as they are business appropriate and fastened for safety.
Technicians and Apprentices
Milestone provides work attire for technicians. Technicians and apprentices are expected to wear the company issued shirt (white, long and short sleeved), trousers, approved belt, shoes, and jackets. The Team member I.D. Badge with photograph, company name/logo and “team member number” should be visible at all times. The American Flag should be on the LEFT arm, the company emblem above the heart. All other clothing such as coats, coveralls, etc. must be approved by Milestone management. No Hats, no “camo”.
Uniforms should be changed mid-day when they become excessively soiled or wet from sweat.
The following represents some guidelines relative to the policy:
Shoe Covers, Drop Cloths, Clean Up Towels
SHOE COVERS must be put on before entering the home, at the doorstep (in the presence of the client).
SHOE COVERS must be worn whenever inside client’s home. This is the #1 most powerful ways to get a client to trust and like you.
Order DROP CLOTHS or rugs from uniform company.
Place TOOLS AND TOOL BOXES on protective mat.
CLEAN UP TOWELS: Use only unused towels – don’t reuse them on your next call!
PERSONAL GROOMING STANDARDS
Male Team Members
Milestone prefers no beards, mustaches or goatees; if present, facial hair should be kept neatly trimmed and clean and no longer than ½” in length. Hair must be neatly cut, clean and kept off the ears. The hair must be no longer in the back than the top of a tailored shirt collar. Tails, ponytails or otherwise are not allowed. Fad hair styles including, but not limited to, unnatural coloring of hair, dreadlocks, Mohawks or unconventional cuts are not permitted.
Visible tattoos must be completely covered while on duty.
Jewelry: Small rings and/or wedding bands are permitted, but must not be worn while performing jobs where they might present a hazard to the team member. Earrings shall not be worn, including visible body piercing. This includes earrings, nose rings, eyebrow rings, tongue rings visible piercing.
Any cigarette or cigar smoke on the body must be neutralized with a spray to mask odor.
Team members are expected to maintain excellent personal hygiene at all times. Team members must maintain proper oral hygiene and wear deodorant/antiperspirant and/or after shave.
Female Team Members
Hair must be neatly cut and clean. Hair below shoulder length may need some confinement so as not to fall forward over the face or otherwise endanger the team member while working. Fad hair styles including, but not limited to, unnatural hair coloring, dreadlocks, Mohawks, or unconventional cuts are not permitted.
Visible tattoos must be completely covered while on duty.
Excessive make-up is not acceptable.
Jewelry: Rings, necklaces, bracelets and earrings are permitted if present professional appearance, but must not be worn while performing work where they might present a hazard to the team member. Visible body piercings that represent a distraction are not permitted including nose rings, eyebrow rings, tongue rings or other visible piercings other than earrings. Team Members should consult their supervisor or manager with any questions as to what constitutes a distraction.
Team members are expected to maintain excellent personal hygiene at all times. Team members must maintain proper oral hygiene and wear deodorant/antiperspirant.
Team members should not profit personally from the company doing business with other organizations. Team members may not solicit or accept for personal use any gratuity of more than nominal value, such as an advertising kern. Acceptance of gifts, discounts, travel, entertainment or cash is strictly prohibited. Violation of this policy will result in disciplinary action up to and including termination.
TEAM MEMBER PARTIES AND GIFTS
Baby and wedding showers, birthday parties and other team member recognition events may be hosted by team members, and may use company facilities such as a conference room, break room, etc. Team member parties will be limited to non-work time such as the noon hour and before or after work.
Farewell parties may be held for long-service team members. Rules regarding timing and use of company facilities, as mentioned above, apply to farewell parties also. Announcements of and/or invitations to team member parties are not solicitations for actual gifts or contributions toward the purchase of gifts. Participation in gift giving is totally voluntary and at each individual’s discretion.
All costs associated with team member parties mentioned here will be the responsibility of those individuals hosting it.
Outside employment can have a bad effect on performance and should be considered carefully. It will be considered a conflict of interest if it has any actual or potential adverse impact on the company. For example, working for a competitor would certainly not be in the company’s best interest as this has potential for adverse impact. This is not permitted at any time during your employment.
Soliciting business for personal gain from a company client through direct contact or through company marketing items and/or media will be means for termination. Discussing your plan for an additional position with us may help avoid a conflict situation. Should it be determined that your outside work interferes with your performance or ability to meet the requirements of your job, you will be asked to terminate the outside employment.
TEAM MEMBER COMMUNICATION
In our organization you will find that open and honest communication is essential. Your first and primary source of information is your immediate supervisor. One of the supervisor’s primary responsibilities is to ensure the timely and accurate flow of relevant information. Do not hesitate to consult with your supervisor for any questions, concerns or problems. Just as you are dependent on your supervisor, your supervisor is mutually dependent on you for your perceptions, feelings, and concerns. You should not hesitate to share your ideas and thoughts with your supervisor. Constant improvement requires constant and honest communication.
RESOLVING CONCERNS / GRIEVANCE PROCEDURES
Your perceptions and feelings about the company are important to you and the company. If negative feelings occur, they can cause problems in your personal performance and, inevitably, the performance of the entire organization.
Milestone is committed to building strong working relationships and our goal is to ensure equitable solutions to any and all disputes relating to the team member’s employment or the termination of his or her employment. Milestone’s policy is to resolve complaints or disputes out of court and at the lowest possible level. However, if a discussion with a supervisor or manager fails to resolve a team member’s grievance, the team member has other options through a designated grievance procedure and Milestone’s Alternative Dispute Resolution (“ADR”) program. No team member will suffer reprisals or reduction in status as a result of having presented a grievance or having been a part in interest in the grievance procedure.
Team members should strive to resolve work-related issues, misunderstandings, or problems as soon as reasonably possible after becoming aware of the issues or problems and are encouraged to make a good faith effort to resolve the problem by presenting the grievance or complaint to their supervisors or managers in person or in writing within one (1) week of the event giving rise to the complaint.
When a problem or complaint involves a supervisor or manager who functions at any step in the grievance procedure or if the supervisor or manager is unavailable during the week following the event giving rise to the complaint, the team member may bypass that supervisor or manager and contact the next supervisor or manager in the management chain.
If after a good faith effort, the parties involved cannot resolve the problem or complaint (hereafter called a Claim) through the internal procedures described above, a team member desiring resolution must, under the terms and conditions of the Agreement, seek a remedy exclusively through ADR, rather than through litigation, no later than the expiration of the statute of limitations (deadline for filing) that the law prescribes for the Claim.
A copy of the Rules for Alternative Dispute Resolution may be obtained from the HR Department.
Subject to applicable federal, state, and local laws, Milestone has the right to make changes to this policy (but not any substantive provisions in the Rules for Alternative Dispute Resolution) at any time.
This policy is not, and shall not be construed to create, an express or implied contract of employment, nor does it constitute a guarantee that employment will continue for any specified period. If any part of this policy is determined to be void or unenforceable under state or federal law, the remainder of the policy, to the extent possible, remains in full force and effect.
We are committed to providing the best possible work environment for all team members. Part of this commitment includes providing an atmosphere of trust and open communication where work-related problems or concerns can be addressed and resolved. We will do our best to resolve any problem.
SOLICITATIONS AND DISTRIBUTION OF LITERATURE
In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to others, team members may not distribute literature or printed materials of any kind, sell merchandise, solicit financial contributions, or solicit for any other cause during working time. Team members who are not on working time (for example, those on lunch or breaks) may not solicit team members who are on working time for any cause or distribute literature of any kind to them. This policy also prohibits solicitations via e-mail and other telephonic communication systems. Furthermore, team members may not sell merchandise, solicit contributions, or distribute literature or printed material of any kind in working areas at any time.
Non-team members are likewise prohibited from distributing material or soliciting team members on company premises at any time.
CORRECTIVE AND DISCIPLINARY PROCEDURES
Milestone believes that basic guidelines for performance and behaviors are mutually beneficial to you and to Milestone. It is not our intent to unduly restrict you, but to give you guidelines by which you can govern your actions within a professional business climate.
Milestone wants this to be a pleasant work environment that enables everyone to do his or her job. It is essential that all associates accept responsibility for maintaining high standards of conduct, job performance and attendance; this includes observance of company rules and policies. Many factors are considered if it becomes necessary to discipline an associate the nature and seriousness of the offense, the team member’s past record and the overall impact of the offense on the co-workers or Milestone.
If you do not adequately perform the responsibilities of your position, neglect your duties, behave inappropriately, or interfere with the works of others, you may subject yourself to disciplinary action. Such action could include verbal warnings, written warnings, transfer, and suspension.
These and/or other disciplinary actions will depend upon Milestone’s interpretation of the circumstance and severity of each situation. The purpose of disciplinary measures short of discharge is corrective, to encourage team members to improve their conduct and performance so they may continue their employment with Milestone.
If you desire to terminate your employment, you are requested to notify us at least two weeks in advance. Such notice should be given in writing. Proper notice generally allows us sufficient time to calculate all accrued pay and benefits, as well as other monies to which you may be entitled, and to include such monies in your final paycheck. Without proper notice, however, you may have to wait until after the end of the next normal pay period to receive such payments.
Terminations are to be treated in a professional manner by all concerned and, to the extent practicable, confidentiality should be maintained. Milestone endeavors to implement consistent termination procedures in accordance with Milestone’s equal employment opportunity statement.
Inasmuch as team members may terminate their employment with Milestone at any time and for any reason, Milestone can terminate team members at any time for no reason and any legal reason. Milestone subscribes to the policy of “employment at-will.” Continued employment is at the sole and exclusive option of management. Permanent employment or employment for a specific term cannot be guaranteed or promised by any Company team member, officer, supervisor or manager, or owner.
If health insurance was provided as a benefit through Milestone, notice of your right to continuation under COBRA/HIPAA, if applicable, will be mailed within fourteen (14) days of your separation.
Team members resigning will receive their final pay, minus applicable deductions, no later than the next regular pay period after their last day of employment. The final paycheck will include all earned pay and any expenses due the team member, minus authorized deductions and offsets as allowed by law. In the event state law provides for a time period that is shorter than the one herein, Milestone will comply with the state law.
Team members terminated by Milestone will receive their final paychecks by the sixth day following their last day of employment. The final paycheck will include all earned pay and any expenses due the team member, minus authorized deductions and offsets as allowed by law. Team member will not be compensated for any remaining paid vacation time (PTO) accrued to date for voluntary or involuntary quit.
All outstanding advances charged to the terminating team member may be deducted from the final paycheck pursuant to applicable state law.
On the final day of employment, the team member must return all Company property to the team member’s supervisor or manager or other member of management. The value of Company property that is not returned, or that is returned damaged, will be deducted from the team member’s final pay check.
As mentioned elsewhere in this handbook, all employment relationships are on an at-will basis. Thus, although we hope that our relationships with team members are long term and mutually rewarding, we reserve the right to terminate the employment relationship at any time, with or without notice.
An exit interview is normally scheduled for outgoing team members after a supervisor receives notice of resignation, as well as for team members whose termination is initiated by the company. The purpose of this interview is to review eligibility for benefit continuation and conversion, to ensure that all necessary forms are completed, to collect all company property that may be in the team member’s possession (for example, credit cards and keys) and to provide the team member with an opportunity to discuss their job-related experiences.
Milestone observes the following holidays:
New Years’ Day Labor Day Good Friday
Memorial Day Thanksgiving Day
Independence Day Christmas Day
In addition, discretionary holidays may be granted on a year-to-year basis.
Holidays falling on a Saturday are normally observed on the preceding Friday. Holidays falling on Sunday are observed on the following Monday.
After 90 days of employment, non-exempt team members may be eligible to receive holiday pay. In order to receive holiday pay, it is necessary to be at work your last scheduled workday prior to, and your first scheduled workday following, the holiday. An approved paid day off is considered a day worked for the purpose of holiday pay eligibility.
PAID VACATION TIME (PTO)
Paid vacation time is accrued by time of employment as follows:
1 Year full time employment 1 work week (5 days)
2 Years full time employment 1work week (5 days)
3 Years full time employment 2 work weeks (10 days)
4 Years full time employment 2 work weeks (10 days)
5 Years (+) full time employment 3 work weeks (15 days)
You must request vacation leave (PTO) in writing at least 30 days before the time you wish such leave to begin. Vacation leave may be granted, provided the leave does not seriously disrupt operations. This will be at the company’s discretion. Vacation time cannot be requested more than 12 months in advance. Vacation time will be granted on a 1st come basis. If by chance one or more team members in your department have been granted time off during your requested vacation days, you will be asked to submit in writing an alternative date. Vacation time is not transferable from one year to the next. You must use it or lose it. If you are not able to use your vacation time accrued within the following 12 months for personal reasons, hourly or comp-pay team members can request payment for vacation days not used. In order to receive payment, you must submit your request in writing within the 12 months’ period you were eligible to use such days. If by chance you are not able to use your vacation days due to company discretion, arrangements will be made to extend your time frame.
Upon termination of employment, voluntary or involuntary, team member will not be compensated for any remaining paid vacation time (PTO) accrued to date. Any remaining paid vacation time not used by the team member before end of employment will be lost. Milestone does not compensate terminated team members for paid vacation time (PTO).
Health insurance is available to full time team members after 60 days of employment. The cost of benefits can vary depending on which plan is chosen from year to year. When making plan elections, please be aware that Milestone is on a cafeteria plan (pre-tax deductions for medical, vision and dental premiums), and changes can only be made during open enrollment at the end of the year or if you have a life-changing event as defined by the IRS.
The portion of the monthly premiums paid by Milestone is significantly increased, and therefore the cost the team member decreased, for family health insurance for full time team members who have completed 5 years of continuous employment. The percentage of the family coverage the company pays may vary.
If you have questions regarding health insurance, please contact your human resource director.
FULL TIME & PART TIME TEAM MEMBERS
Individuals who are regularly scheduled to work at least 40 hours per week are Full Time.
Individuals who are regularly scheduled to work 30 hours or less per week are Part Time.
Part time team members are not eligible for health insurance through Milestone.
LEAVE OF ABSENCE
A leave of absence (LOA) is defined as an unpaid approved absence from work for a specified period of time for medical, parental, military or personal reasons. (See each LOA category below for a more complete definition of each type of leave of absence.) Milestone complies with all requirements of the Family and Medical Leave Act of 1993, as amended (FMLA).
The FMLA provides up to 12 weeks of unpaid leave for eligible team members to care for the team member’s child after birth or placement for adoption or foster care, to care for the team member’s spouse, son, daughter or parent who has a serious health condition, or for a serious health condition that makes the team member unable to perform his or her job.
The FMLA also provides for two types of leave relating to military service: exigency leave for families of members of the National Guard or Reserves or of a regular component of the Armed Forces when the covered military member is on covered active duty or called to covered active duty; and military caregiver leave (also known as covered service member leave) to care for an injured or ill service member or veteran.
The provisions of the FMLA have been incorporated into the LOA policies below. If a team member finds that he she must be out of work for one of the reasons stated above, he or she should contact the Human Resources department to determine if a LOA may be necessary and if FMLA leave is available under the circumstances.
Failure to return to work upon the expiration of LOA or refusing an offer of reinstatement for which the team member is qualified may result in termination of employment.
All requests for a LOA must be made on a “Leave of Absence Request” form and submitted to the immediate supervisor. (This form can be obtained from Human Resources) A team member should generally provide 30 days’ advance notice when the need for the leave of absence is foreseeable; for instance, if medical treatments or other events are planned or known in advance. If the leave of absence is not foreseeable, the team member should provide notice to his or her immediate supervisor as soon as practicable.
Physician certifications supporting the need for a LOA may be required within 14 days of the date of request or as soon as practicable for LOAs. For an extension of a medical leave of absence, recertification is required. Recertification may also be required in other circumstances.
Full-time and part-time team members who have completed three months of continuous service may request unpaid personal leaves of absence for a period of up to 30 days. You must request personal leaves in writing at least two weeks before the time you wish such leave to begin. If the personal leave request is necessitated by an emergency, you or a member of your immediate family must notify your supervisor or the head of your department as soon as is practical; this should be followed with a written explanation of the nature of the leave and the expected length of your absence. In such emergency situations, the written explanation must normally be submitted within three days of the beginning of your leave.
Personal leave may be granted for justifiable reasons (for example, family or personal business) at the company’s discretion, provided the leave does not seriously disrupt operations.
Reinstatement cannot be guaranteed to team members returning from personal leave. However, we endeavor to place team members returning from personal leave in their former position or in a position comparable in status and pay, subject to budgetary restrictions, the company’s need to fill vacancies and our ability to find qualified temporary replacements.
Team members are responsible for keeping open communication about their expected attendance and or extended absences and failure to adhere to this policy could be cause for disciplinary action, up to and including termination of employment. Team members out on leave that stop communicating with Milestone regarding their return to work status are considered to have abandoned their job and their employment with Milestone will be terminated. Failure to provide Milestone timely updates on return to work status (example: should you receive an update on Friday to extend absence to the following Thursday, informing your manager on Monday would be considered untimely unless accompanied with good excuse) and/or failure to return when expected may result in disciplinary action, up to and including termination.
A doctor’s note can routinely be requested for absences to keep in the team member’s personnel file, as well as, to ensure team members do not abuse this policy or our regular attendance policy. Doctor’s notes provided to the supervisor or HR Manager need only verify that the team member was unable to work for health reasons (without detailing the nature of the illness or injury), including the date(s) covered. The note must be on the doctor’s stationery and contain his/her signature.
BENEFITS WHILE ON LEAVE
Milestone will pay its portion of the cost of the team member’s benefits including health, dental, life and disability insurance benefits while a team member is on LOA. The team member must continue to pay his or her portion of the benefits which may be made by payroll deductions (when applicable) or by check which must be submitted to the Human Resources department each pay period unless other arrangements have been made. If the team member fails to pay his or her portion of the benefits for more than 30 days, the team member’s coverage(s) will be terminated and he/she will be offered COBRA to continue benefits excluding life and disability insurance.
While on leave, team members are required to use any accrued PTO benefits until returning to work or the PTO bank has a balance of five days. (See paid time-off policy.) After being absent from work for five consecutive work days (or seven calendar days), full-time team members may be eligible to receive short-term disability benefits, provided the necessary forms have been completed and submitted to the Human Resources department.
No benefits will be accrued while a team member is on LOA. Except as otherwise provided by law, time spent on a leave of absence, except for military reserve duty, will not be counted as time employed in determining a team member’s eligibility for benefits that accrue on the basis of length of employment.
BENEFITS CONTINUATION (COBRA)
The Federal Consolidated Omnibus Reconciliation Act (COBRA) gives eligible team members and their qualified beneficiaries the opportunity to continue health insurance coverage under the company’s health plan when a “qualifying event” occurs. Some common qualifying events are resignation, termination of employment or death of a team member; a reduction in working hours or a leave of absence; a divorce or legal separation; and a dependent child who no longer meets normal eligibility requirements.
Under COBRA, you or your eligible beneficiary will pay the full cost of coverage at the group rate plus a nominal administrative fee. The COBRA notification materials, used in conjunction with a “qualifying event” will provide you with more details on the terms and conditions of COBRA coverage.
It is your responsibility to notify the company within 6o-days of any qualifying event, such as a divorce, legal separation or a child who no longer qualifies as a dependent under the plan, if you wish to continue coverage under COBRA.
Leave for Jury, Witness Duty or Compulsory Process
The Company believes participation in jury service and certain absences due to compulsory process are an important part of a team member’s civic responsibility. Time off will be provided to all team members with a valid subpoena, summons, or court order to appear in a civil, criminal, legislative, or administrative proceeding. All team members are allowed unpaid time off if summoned to appear in court as a witness or for jury duty.
Time off for jury or witness duty or as a result of a valid subpoena, summons, court order, or other compulsory process is excused in accordance with applicable state laws. Team members must give as much advance notice as possible of the date they will be required to serve jury or witness duty or of the dates they must be absent from work due to compulsory process. To qualify, you must submit a copy of the summons to serve to your supervisor as soon as it is received. In addition, proof of service must be submitted to your supervisor when your period of jury or witness duty is completed.
Team members are expected to contact their supervisors or managers on a daily basis to keep them informed as to probable duration of service and anticipated date of return to work. Team members must report for scheduled work when it does not conflict with jury or witness duty or other appearances due to compulsory process. Team members who are released from duty or process on the day they were previously scheduled must check in with their supervisor or manager.
LEAVE FOR VOTING
Milestone complies with applicable law to ensure all team members who are eligible to vote are given the opportunity to exercise this right and privilege.
Fulltime team members who are eligible to vote may be allowed up to two (2) hours to vote without loss of pay unless the polls are open two (2) hours before or three (3) hours after the workday. Requests for time off to vote must be made to the team member’s manager at least one (1) day in advance. Milestone reserves the right to designate the specific hours to be taken.
Team members should contact their supervisor or manager for additional specifics to this policy.
Leaves of absence without pay for military or Reserve duty are granted to full-time regular and part-time regular team members. If you are called to active duty or to Reserve or National Guard training, submit copies of your military orders as soon as is practical. You will be granted a military leave of absence without pay for the period of military service, in accordance with applicable federal and state laws. If you are a reservist or a member of the National Guard, you are granted time off without pay for required military training.
Milestone grants military leaves of absence in accordance with applicable federal and state laws to eligible team members who enter any branch of the uniformed services covered by such laws, as well as those who are called to duty or for training, absent for an exam to determine fitness for duty, or funeral honors duty.
Team members should contact their supervisor or manager or the HR Department for the specifics.
Team members on military leave for up to 30 days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time.
Team members on longer military leave must apply for reinstatement in accordance with USERRA and all applicable state laws.
Team members returning from military leave for up to 30 days are placed in the position they would have attained had they remained continuously employed or a comparable position. Those returning from longer military leave are returned to positions depending on the length of military service in accordance with USERRA. The returning team members are treated as though they were continuously employed for purposes of determining those benefits, which are based on length of service.
FAMILY AND MEDICAL LEAVES OF ABSENCE
PART A. – Team Members Qualifying for Leave under the Family and Medical Leave Act of 1993
The company will grant a leave of absence to regular full-time and regular part-time team members (who meet the requirements described below) for the care of a child after birth, adoption or placement with the team member for foster care, the care of a family member (spouse, child, or parent) with a serious health condition, or in the event of a team member’s own serious health condition. Leaves will be granted for a period of up to twelve (12) weeks of unpaid FMLA leave in any 12-month period.
Team members can take up to twenty-six (26) weeks unpaid FMLA leave each year to care for family members who suffered a serious injury or illness while on active duty in the military. Families of National Guard and Reserve personnel on active duty can take up to twelve (12) weeks unpaid FMLA leave per year for certain qualifying events. Team members (spouse, child or parent of a service member) may take up to twelve (12) weeks unpaid FMLA leave within twelve (12) months of qualifying exigency leave in support of a “contingency operation” (as defined under military statutes under the FMLA).
A team member must have completed at least one full year of service and have worked a minimum of 1,250 hours in the 12-month period preceding the leave to be eligible for such leave. In addition, to be eligible for leave, a team member must work at a facility that employs at least 50 team members at that facility or within miles of that facility. Team members who do not meet these requirements may apply for a leave of absence subject to the conditions described in Part B of this policy.
Child/Family Care Leave
If you request a leave of absence to care for a child after birth, adoption, or placement in your home for foster care, or to care for a covered family member with a serious health condition, you will be granted unpaid leave under the following conditions:
1. If the leave is planned in advance, you must provide your supervisor with at least 30 days’ notice prior to the anticipated leave date, using official Request for Family or Medical Leave Form.
2. If the leave is unexpected, you should notify your supervisor by filing the Request Form as far in advance of the anticipated leave date as is practicable. (Normally, this should be within two business days of when you become aware of your need for the leave.)
All benefits that operate on an accrual basis will cease to accrue during the leave period.
You will be required to use all accrued, unused paid time off during the leave period. Once such benefits are exhausted, the balance of the leave will be without pay.
All group health benefits (for example, medical, dental and prescription drug insurance) will continue during the leave, (Up to 12 weeks maximum) provided you continue regular team member contributions to these plans. Other benefits, such as 401(k), cafeteria and flex plan, life insurance, short term and long-term disability will be governed in accordance with the terms of each benefit plan. Cobra will be offered to the team member for LOA that extends past the 12-week period.
Team members requesting a leave to care for a covered family member with a serious health condition may be required to provide medical certification from the family member’s physician attesting to the nature of the serious health condition, probable length of time treatment will be required and the reasons that the team member is required to care for this family member. Team members may also be required to provide additional physician’s statements at the company’s request.
Further, the family member may be required to submit to medical examination by physicians designated by the company at its discretion and at its expense.
Leave for Team Member’s Serious Health Condition
If you request a leave of absence for your own serious health condition, you will be granted leave under the following conditions:
1. If the leave is planned in advance, you must provide us with at least 30 days’ notice prior to the anticipated leave date, using the official Leave of Absence Form.
2. If the leave is unexpected, you should notify your supervisor by filing the Leave of Absence Request Form as far in advance of the anticipated leave date as is practicable. (Normally, this should be within two business days of when you become aware of your need for the leave.)
3. Any time that you expect to be or are absent for more than five consecutive workdays as a result of your own serious health condition (including pregnancy), you will be required to submit appropriate medical certification from your physician. Such certification must include, at a minimum, the date the disability began, a diagnosis and
the probable date of your return to work.
All benefits that operate on an accrual basis will cease to accrue during your leave period.
You will be required to use all accrued, unused paid time off during your leave, prior to being eligible for any other benefit plans offered by the company. Once such accrued benefits are exhausted, the balance of your leave will be without pay, unless you are eligible for other benefits offered by the company.
All group health benefits will continue during the leave provided you continue regular team member contributions to these plans. You are responsible for arranging for payment with the human resources manager before your leave. (Other benefits such as 401(k), life insurance, cafeteria and flex plan, short-term and long- term disability will be governed in accordance with the terms of each benefits plan.)
During your leave, you may also be required to provide the company with additional physician’s statements, on request from the company or our insurance carriers, attesting to your continued disability and inability to work. You may also be required to submit to medical examinations by physicians designated by the company at its discretion and at its expense, at the beginning of, during, or at the end of your leave period, and to provide the company with access to your medical records as required.
Before you will be permitted to return from medical leave, you will be required to present a note from your physician indicating that you are capable of returning to work and performing the essential functions of your position with or without reasonable accommodation. Where required, the company will consider making reasonable accommodation for any disability you may have, in accordance with applicable laws.
Eligible team members are entitled to leave for up to 12 weeks in any 12-month period (or longer, if in the case of a leave for a team member’s serious health condition, where a leave extension is requested and approved).
Leave taken to care for a child after birth, adoption or placement in your home for foster care must be taken in consecutive workweeks. Leave taken for the team member’s or a covered family member’s serious health condition may be taken consecutively, intermittently or on a reduced work/leave schedule based on certified medical necessity. In such instances, the company will follow applicable federal and state laws in reviewing and approving such leave requests.
Eligible team members are entitled, on return from leave, to be reinstated to their former position or an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment. Exceptions to this provision may apply if business circumstances have changed (for example, if the team member’s position is no longer available due to job elimination). Exceptions may also apply for certain highly compensated team members under certain conditions. In addition, team members on a leave extension are not guaranteed reinstatement. These team members will be handled in accordance with the reinstatement provisions in Part B of this policy.
FAMILY AND MEDICAL LEAVES OF ABSENCE
PART B. Leaves for Team Members Who Do Not Meet the Minimum Service within a Requirements or Who Work at a Facility That Employs Fewer Than 50 Team members within a 75 Mile Radius
Full-time regular and part-time regular team members who have less than one year of service and/or who have not worked a minimum of 1,250 hours during the 12-month period prior to their leave, or who work at a facility that employs fewer than 50 team members at or within 75 miles of the facility, may request leaves of absence for the reasons set forth above in Part A, subject to the following terms and conditions:
All questions regarding leaves of absence should be directed to your supervisor. Leave of Absence Request Forms are available.
OTHER BENEFITS OFFERED
The company also provides a complete array of team member benefit plans such as medical, dental, prescription drugs, life and disability insurance, and a 401(k) pension plan. Consult your plan booklets for details concerning these plans.
Education Assistance Program
The company has established an education assistance program to help eligible team members develop their skills and upgrade their performances. All full-time regular team members who have completed a minimum of one year of service are eligible to participate in the program.
Under our program, education assistance is provided for courses offered by approved institutions of learning such as accredited colleges, universities and vo-tech and trade schools. Courses must be, in our opinion, directly related to your present job, or in line with a position that you can reasonably achieve. Courses must not interfere with your job responsibilities and must be taken on your time.
The amount of educational expense reimbursement is 50% of tuition and fees for approved courses in which you receive a grade of “C” or better.
Team members eligible for reimbursement from any other source (for example, a government- sponsored program or scholarship) may seek assistance under our education assistance program but are reimbursed only for the difference between the amount received from the other funding source and the actual course cost up to the maximum reimbursement allowable under this policy, based on the grade received.
To be eligible for reimbursement, you must submit a tuition reimbursement form to your supervisor prior to the scheduled beginning of your course(s), receive written approval from the
Franchise Owner in advance, be actively employed by the company at the time of course completion and receive a qualifying grade.
On completion of the course, you must submit to the Franchise Owner an official transcript from the school indicating the grade received, and a bursar’s receipt or other proof of payment. Tuition reimbursement forms are available from your supervisor.
HANDBOOK RECIEPT & ACKNOWLEDGEMENT
Summary & Acknowledgement
This team member handbook is intended to facilitate communication between you and the company. It is not to be considered an employment contract obligating you or the company to any indefinite employment relationship.
While it is organized into common subjects and indexed for your convenience, all the parts must be read and considered as “whole.”
Reading the entire handbook at least one time will give you a good idea of its general content. Then, you will be able to use it easily as a quick reference manual. Revisions and updates are made to this information from time to time and will be communicated to you. Milestone reserves the right to make changes to the handbook at anytime.
Lastly, your impressions and comments regarding ways to improve this handbook are highly desired and should be given to your supervisor.
The team member handbook was reviewed with me, and I have received my personal copy of it. I also acknowledge that I have been given the opportunity to ask questions and express concerns during my orientation. Additionally, I understand and support the following:
1. The company’s handbook is intended as a guide and not an employment agreement that creates a contractual
relationship, and that the employment relationship may be terminated at the will of either party at any time.
2. The changing needs of the business will require alteration in method, practices and policies, and the company
will unilaterally revise, as necessary, to meet these changing needs.
3. I agree to advise my supervisor promptly of any change in my personal data such as phone number, address,
emergency notification, etc.
Team Member Agreement: _____________________________________
Team Member’s Printed Name
Team Member’s Signature Date
TEAM PLAYER ACKNOWLEDGEMENT
Milestone – About the Team
At Milestone, we are a team. You are not just an employee, but a Team Member. Please see yourself in that fashion. Team Members have jobs and are focused on getting paychecks, but Team Members have goals and are focused on winning.
We believe that you are a team player — you wouldn’t be here if we thought otherwise. For us to be successful as a team there must be three winners in everything that we do. That includes how we sell, service and install, dress, communicate, act, and even how courteous we are when we drive the truck and how clean we keep the trucks.
The three winners must win in this order:
It is important that you look at every aspect of what you do for the team with this philosophy and make decisions accordingly. Our feeling is that once you understand the team’s philosophy, there won’t be a need to lay out pages and pages of rules for you to follow.
Many companies have extensive team member manuals with a ton of rules. Our team has only a few simple and logical rules, and as with any set of rules, there might be different interpretations. You are on our team because we felt that you would be able to interpret these rules with the “win-win-win” philosophy in mind, and thus would be an asset to our team. We ask that you endorse this page, acknowledging your agreement to these ideas.
Team Member Agreement: _____________________________________
Team Member’s Printed Name
Team Member’s Signature Date
TEAM RULES ACKNOWLEDGEMENT
Milestone – Team Rules
As a milestone team member, team member, I acknowledge and agree to follow the following Team Rules:
Team Member Agreement: _____________________________________
Team Member’s Printed Name
Team Member’s Signature Date