Employee Handbook

you can’t
unscramble
scrambled
eggs.

NOVEMBER 2009 - SECOND EDITION

 Eggsellent Work!

Employee Handbook

Contents

Mission 2
Welcome 3
Employment 4
Termination of Employment 7
Your Compensation 9
Employee Conduct, Ethics & Expectations 17
Your Workplace 20

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Employee Handbook
Mission
We endeavour to provide the best possible services & products
that satisfy, enrich and build value for our clients, employees
and all stakeholders, whilst ensuring the continuous and long
term profitability of the company.
Our mission is based on the following values;
We will be the best at what we do,
We will conduct our business affairs with integrity. We value
exemplary ethical standards at all times by employees,
We believe in providing value to our clients, employees and
other stakeholders at all times,
We believe in maximizing profit to ensure long term viability for
the company.
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Welcome
Our business and personal success depends both upon
individual efforts and how well we work together as a team.
Through teamwork and cooperation, we must provide our clients
and all stakeholders with quality services and remain flexible in
order to respond quickly to any changes in the market.
This Handbook provides you with understandable explanations
of operating policies, practices, benefits and expectations.
Knowing what we expect from you, and what you may expect
from us is important. We believe the Handbook will serve as a
useful guide to you in your daily activities. Keep in mind that it
cannot cover all subjects, answer every question or anticipate
every situation.
During the first week of your employment, you will receive
important information regarding the performance requirements
of your position, basic Company policies, your compensation
and benefit plans, plus other information necessary to acquaint
you with your job and the Company. We encourage you to
ask any questions you may have during this time so that you
will understand the guidelines that affect your employment
relationship.
Employment with the Company is at-will. No manager or
supervisor, outside of the Directors or another authorized
representative of the Directors, has the authority to enter into
any agreements with you or to change any policies or guidelines
presented in this Handbook.
Since our business is constantly changing, the information in this
Handbook is subject to change. The Company may amend the
Company’s policies and guidelines at any time with or without
notice. If there is a conflict in the interpretation or intent of these
policies and guidelines, the Directors will have the authority to
resolve the issue.
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Employment spirit of cooperation. We must recognize that the Company’s

overall success depends upon the sum total of our individual
Equal Opportunity Employment
accomplishments.
The Company is committed to a policy of Equal Opportunity
Careless work, poor work habits, excessive waste and other
Employment in our dealings with both employees and
such signs indicating lack of satisfactory work performance
applicants for employment. As such, we provide equal
and/or interest, jeopardize our business and the future of our
employment opportunities without regard to race, color, age,
co-workers. Such performance issues cannot and will not be
religion, sex, sexual preference, national origin or disability. All
tolerated.
practices related to the employment, compensation, promotion,
termination, and all terms, conditions, and privileges of We believe that individuals will do a good job when they know
employment will be in accordance with this policy. All officers, what is required of them to perform their job properly. Therefore,
managers and supervisors are responsible for implementation of the Directors are responsible for ensuring that you know what is
the equal opportunity employment policy. These responsibilities expected of you as an employee. In turn, you are responsible for
include but are not limited to: discussing any questions you may have.
Providing equal treatment to all applicants during the hiring Open Door Philosophy
process; filling positions with the most qualified applicants;
We believe that good employee-employer relationships can exist
ensuring that opportunities for promotion are made equally
only if employees believe they have been treated equitably and
available to all qualified employees, and basing decisions on
fairly regarding the management policies, practices and actions
relative qualifications of candidates; providing reasonable
that influence this relationship. We also recognize that there
accommodations, as may be needed, to insure all candidates
are occasions when honest differences of opinion may occur.
receive equal consideration of their qualifications; and notifying
We will make every reasonable effort to resolve an employee’s
the Directors of any complaints of alleged discrimination of
concern in a prompt, considerate and impartial manner. In turn,
applicants or employees.
employees are encouraged to share and resolve their concerns,
The importance of fulfilling this policy cannot be over seek information and provide input to the Company.
emphasized. Any violation of the letter or spirit of this policy by
Employee Discipline (Progressive Discipline)
any employee of this Company will result in disciplinary action,
including, where appropriate, termination. The Company has high standards of conduct and performance
and expects each employee to approach his/her responsibilities
Employment At-Will
professionally. The key to maintaining these high standards is
All employees are employees at-will and, as such, are free to regular and effective communication and feedback between
resign at any time, with or without reason, and with or without employees and management.
advance notice. Similarly, the Company may terminate the
We will work jointly with employees to resolve any attendance,
employment of any employee at any time, with or without
conduct, performance or other work-related problems that may
reason, and with or without advance notice. Only a written
arise. Our desire is for such work-related counseling (progressive
employment contract, signed by the Directors can alter this at-
discipline) to be done on a timely basis, to have a positive
will employment relationship.
impact upon employee performance and morale and not to be
Your Performance discriminatory in any way. Generally, we will first discuss any
performance or work-related problem with you, point out where
We are all responsible for maintaining a high level of quality
improvement is necessary and explain what actions will correct
service while striving to meet established goals and objectives.
the problem.
Each of us must do our very best in our jobs and do so with a

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Employee Handbook
In the event this discussion and action plan does not result in the
problem being corrected on a timely basis, further discussions
may be conducted. All ensuing discussions will be documented
and a copy will be maintained in your personnel file. Continued
failure to correct identified problems will result in termination.
Serious performance problems or breach of conduct cases
impacting sound business practice or the welfare of other
employees will dictate more immediate attention.
Outside Employment / Interests / Activities
We expect full-time employees to consider us to be the primary
employer. If outside employment, interests or activities impair
work performance or attendance, or create a conflict of interest
with us, you will be asked to discontinue your employment with
us or the outside and/or limit your interests/activities with the
outside. The choice will be yours.
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Termination of Employment
Voluntary Terminations
Employees resigning from the company are expected to give the
Directors WRITTEN notice of their intent to leave. The employee
will then be expected to work the full notice period stipulated by
Maltese Law, unless otherwise agreed between Directors and
employee.
If you fail to live up to the conditions of your resignation or act
in a manner that is detrimental to the Company’s business, you
may be terminated immediately. Employees who are absent for
three (3) consecutive days and do not contact the Company,
or who fail to return from an approved leave of absence on the
agreed upon date will be considered a voluntary termination.
Involuntary Terminations
When an employee’s attendance, conduct or work performance
is unsatisfactory, or when otherwise deemed appropriate by the
Company, he/she will be subject to discipline up to and including
termination depending upon the severity of the problem and the
employee’s record of performance.
Recognized causes for immediate termination may include, but
are not limited to the following:
• Blatant or willful violation of the Company’s policies,
standards of conduct and/or work practices.
• Any conduct contrary to the Company’s Policies on
Prohibited Substances,
• Workplace Violence, Prohibition of Harassment or Equal
Opportunity Employment.
• Rudeness or abuse to sponsors, players, co-workers,
suppliers or others who conduct business with the
Company.
• Dishonesty or fraudulent conduct, including but not limited
to suspicion of theft or misappropriation or unauthorized
removal of the Company’s or fellow employee’s funds or
property.
• Destruction of Company property.
Employee Handbook
• Falsification and/or misrepresentation of Company records
such as an Application for Employment, time sheets, expense
report, requests for reimbursements, or travel expenses.
• Unauthorized disclosure of confidential/proprietary
information.
• Unsatisfactory work performance.
• Unacceptable behavior such as insubordination.
• Excessive absenteeism or tardiness.
• Failure to cooperate fully in all investigations.
• Failure to observe safety rules.
Upon termination, accrued but unused vacation will not be paid
in the following instances:
• When an employee terminates prior to completing
contractual probation periods.
• An involuntary termination (with the exception of reductions
in force)
• An employee failing to give proper advance notice when
terminating.
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Your Compensation
Philosophy
Our philosophy is to compensate employees in a manner
that allows the Company to attract and retain high caliber
employees like you. We will make every effort to insure that your
pay is externally competitive, internally fair and performance
discriminating.
Employment Classifications
The Company will classify positions to insure compliance with
all laws, to determine the procedure for how employees will be
paid and to determine an employee’s eligibility for participation
in various benefit programs. Classifications are:
• Full-Time - An employee that follows a normal schedule
and is scheduled to work at least 40 hours per week for an
indefinite period of time.
• Part-Time - An employee that may or may not follow a
normal schedule and generally works less than 40 hours per
week for an indefinite period of time.
• Temporary - An employee that is hired to work on a full-
time or part-time basis for a limited period of time or for
the duration of a specific project to meet the Company’s
fluctuating work needs. The period is typically less than
six (6) months. Seasonal employees typically fall in this
category.
Pay Periods
Generally employees will be paid on the last FRIDAY of the
month. This schedule may be changed at the discretion of the
Company. You will be advised of a change in pay periods at
least two (2) weeks in advance of any change. If the designated
payday falls on a holiday, payroll checks and direct deposits will
be distributed or made the preceding work day unless notified
otherwise.
The Company is required by law to make regular deductions
for National Insurance and PAYE taxes from your paycheck and
remit them directly to the government. No other deductions will
be made from your salary unless required or allowed by law or
contract. Employees who elect to have additional, voluntary
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deductions must authorize the Company to make such or is on a performance improvement plan will not be given
deductions in writing prior to payday. Salaries are paid by Direct merit consideration until performance is at an acceptable
Transfer. Your account details are kept on file for the purposes level.
of this transfer. We will not disclose your details to third parties
• All performance reviews, including annual and non-periodic,
nor will your details be available to anyone in the company other
should be documented whether a salary increase is
than the processing clerk.
proposed or not.
Mandatory Bonuses & Cost of Living Increases
• Employees may receive a non-periodic review of salary if
The Quarterly Government bonus is paid at the end of each there has been a significant increase in responsibilities or
quarter. This will be added to your salary according to the job duties.
normal Government schedule. Cost of living increases will also
be added accordingly.
Overtime
The Company may ask you to work in excess of normal working
hours. You will only work overtime if asked. If you are unable to
work overtime, you are responsible for notifying a Director prior
to the assignment of the additional hours.
Unless exempt by law, you will receive overtime pay for hours
worked in excess of 40 hours in a given work week. Overtime
pay is at a rate of one and one-half (1.5) times your regular hourly
rate. Only hours actually worked are considered when calculating
overtime. Exempt employees are not eligible for overtime
compensation. Overtime will only be paid on presentation of a
valid time sheet duly signed by a Director.
Professional Development Program
Details can be found in the PDP documentation.
Employee Performance Program
The Company strongly supports the concept of pay for
performance versus longevity or entitlement. Performance
means individual results in support of ongoing Company
business and financial objectives. As such:

• Employees will receive a performance review twice each

calendar year in January and June.

• A performance review does not mean an automatic

merit increase, although it will serve as a basis for salary
adjustment recommendations.

• An employee whose performance is not up to expectations,

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Employee Handbook
Time Off
Leave
During the initial year (partial calendar year) of employment,
full-time employees will begin to accrue leave on the 1st day of
the following month in which they are hired. For example, if you
report to work on July 12th, you will begin to accrue leave as of
August 1st.
You must complete three (3) months of continuous employment
before the accrued leave is vested or earned and you are
actually entitled to take leave. Full-time employees will accrue
leave based on length of service (anniversary date) with the
Company.
After completing three (3) months of continuous employment,
leave may be taken at any time during the calendar year in which
it is accrued. However, if you leave the company and have taken
more leave than has been accrued, we will deduct from your
final paycheck any money owed the Company.
Leave must be taken in increments of at least 1/2 day (or 4
hours). The Company encourages you to take your vacation
during the calendar year in which it is earned. However, with
Director approval, you may carry over up to five (5) days of your
unused vacation to the following calendar year for future use.
No accumulation beyond these five (5) days will be allowed;
rather, the days will be forfeited if they are not taken in the
subsequent calendar year. Pay in lieu of vacation is generally
not permitted.
Permission for leave will not generally be given for less than half
a day - it is preferable to work the extra hours necessary to make
up the days working hours - i.e. if you need an hour off to run an
errand, see the doctor etc., use common sense and come in an
hour early, or work the extra hour in the evening. The directors
are not a police force and as always in these situations - exercise
discretion and act sensibly. Permission must still be sought from
the HR manager to leave the office for personal errands.
Application Procedure
You should make the HR Manager aware of requested leave time
as far in advance as possible by way of an e-mail request. This
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e-mail request should be sent to the HR Manager. Once approved
a copy of the approval will be lodged with administration. For
leave periods in excess of 3 days you must request leave 10
WORKING DAYS PRIOR. When you request is for leave of 1or
2 days you need only notify the HR Manager 5 working days in
advance. Leave will be scheduled to ensure that the departments
and Company are sufficiently staffed to respond to all business
matters. All employees must be responsible to ensure all work
is in order before going out on leave and any urgent matters
should be handed over to one of their colleagues.
Holidays
The Company will observe all feasts and holidays as stipulated
by Law. A holiday schedule will be published annually outlining
the days on which holidays will be observed during the year. The
Company sets 2 SHUT DOWN periods during the year in which
your leave is automatically removed - the Week of 15th August
as well as the week of Christmas to New Year. Depending on
when the holidays fall the number of days will be determined but
will not exceed 10 days in total. You are required to save your
vacation leave for these Shutdown periods.
Employees who are asked to work on a designated holiday will
be paid one and one-half (1.5) times their regular rate of pay for
time worked.
Sick Leave
The Company provides full-time employees with paid time off
when they are absent from work for occasional absences due
to personal or family illnesses and personal or family health care
appointments. As such:
• Sick leave will begin to accrue on the 1st day of the month
following completion of 90 days of continuous employment
and will accrue at the rate of one (1) day per month on a
calendar year basis.
• When you are sick, you are expected to notify the HR
Manager no later than 30 minutes after the beginning of
your scheduled work time. If you know in advance that you
will be late or absent, notification must be made as soon as
possible.
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Employee Handbook
• A Doctor’s Certificate is required from the third day of
illness.
• Always attempt to talk to the HR Manager directly. If they are
not available, you should contact administration and leave a
message where you can be reached. You should continue
to notify the office each subsequent day regarding your
progress and anticipated return to work date.
• You cannot borrow against sick leave that you will accrue
in the future. Neither can you carry over from one calendar
year to the next any unused sick leave.
• Sick leave is not considered as time worked when calculating
overtime nor is it payable at time of termination.
• SMS text messages and or emails are unacceptable
methods of notification. You must TALK to the HR Manager
to explain your situation.
Other Time Off (With Pay)
You are expected to notify the HR Manager as soon as possible
when time off from work is required for any of the following
benefits. Additional time off in excess of what is granted below
will require the use of earned but unused leave time before time
off without pay or a leave of absence will be considered. Paid
time off for any of the benefits that follow is not considered as
time worked when calculating overtime.
Maternity Leave
An employee may apply for maternity leave for an uninterrupted
period of fourteen weeks. She has to notify the employer at
least four weeks before the maternity leave begins, in so far as
is reasonably practicable.
Maternity leave is availed of as follows:
(a) six weeks of the maternity leave entitlement to be taken
compulsorily immediately after the date of confinement;
(b) four weeks of maternity leave to be availed of immediately
before the expected date of confinement, unless agreed
otherwise between the employer and the employee;
(c) the remaining balance of entitlement to be availed of, in
whole or in part, either immediately before or immediately after
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the above periods, as the employee may request:
If she is unable to avail herself of the maternity leave entitlement
before the date of confinement, the balance of entitlement may
be used after confinement.
An employee on maternity leave shall be entitled to maternity
leave with full wages during the first thirteen weeks of leave, with
the fourteenth week being unpaid.
For more detailed information on Maternity Leave please refer
to LN 439 of 2003 of Employment and Industrial Relations Act
2002
Parental Leave
Parental leave is the individual right of both male and female
workers to be granted unpaid parental leave on the grounds of
birth, adoption or legal custody of a child to enable them to take
care of that child for a period of three months until the child has
attained the age of eight years. In the event that the parental
leave was not availed of or there is still an existing balance of
parental leave, an employee shall remain entitled to such leave
even if there is a change in the employer or in the employment
of the employee.
Bereavement Leave
In the event of a death in the immediate family, full-time
employees will be granted leave at full pay for a period not to
exceed five (5) days per bereavement leave. Immediate family
includes a domestic partner, parent, child, brother, sister (grand,
step and in-laws included), legal guardian or any relative residing
in the employee’s household.
Jury / Witness Duty
If you are called to serve on a jury in the court system, you will
be given reasonable time off with pay. Any juror fees you receive
may be retained. If you are subpoenaed to appear as a witness
in a court of law, you will be given time off, without pay, up to
five (5) days.
Personal Leave of Absence
The Company will provide unpaid personal time off to eligible
employees for compelling personal considerations. All full-
time employees who have at least one (1) year of continuous
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Employee Handbook
service are eligible to apply for a personal leave of absence. The
granting of such leave will be considered for personal time away
from work that is not covered under other forms of leave such as
vacation, sick leave, disability and/or family/medical leave. This
leave, in most cases, will not extend past six (6) months.
All vacation and sick leave (if applicable) must be taken before
a leave of absence will be granted. Employees requesting a
leave of absence should do so in writing to the HR Manager.
Advance notice is requested. The Board will then review the
request for leave of absence. Return to work at the end of the
leave will depend upon the availability of a vacancy for which the
employee is qualified.
The granting of a leave of absence does not guarantee
reinstatement when the employee returns, as there may not be
a vacancy.
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Employee Conduct, Ethics & Expectations
Business Ethics/Conflicts of Interests
Mangion & Lightfoot Limited is committed to conducting business
in the most official manner, free of any conflicts with sponsors
or others with whom we have business relationships and in
full compliance with applicable laws. Therefore, the Company
expects that its employees will not involve themselves, their
families or associates in anything including assets, business,
liabilities, activities and/or relationships that could be in conflict
with the Company or which might reflect adversely upon the
Company. Employees should also avoid any appearance of
such conflict, since appearances from the perspective of other
employees or outsiders can be harmful, even if no actual conflict
exists. The following types of activities are examples of conflicts
with the Company’s interest:
• Responsibilities in any business endeavor to the extent that
these duties distract from the full-time commitment required
of the position held with us.
• Conducting Company business with a firm in which the
employee, or close relative of the employee, has ownership
or interest unless authorised by a Director.
• Simultaneous employment or performing personal services
for a firm doing business with or competing with Mangion &
Lightfoot Limited.
• Misusing privileged information or revealing confidential or
restricted data to outsiders.
• Using one’s position in the Company or knowledge of its
affairs or those of its sponsors for outside personal gain.
• Borrowing money from customers, vendors, suppliers or
those with whom we may have business relationships.
• Giving or accepting gifts or entertainment of a value that
could create a potential conflict of interest with whom
we have or may have business relationships, foreign or
domestic.
• Engaging in practices or procedures that violate any laws
regulating the conduct of Company business.
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Discrimination
Employees who violate the intent of this policy will be subject
to disciplinary action, up to and including termination of
employment, at the discretion of the Company. If a conflict
arises, the Company reserves the right to require that the
employee cease all controversial activities. Any interpretations
of this policy will be at the discretion of the Directors and any
determination made by the Directors will be final.
Prohibited Substances
The Company promotes a safe and lawful working environment
free of illegal drug use, alcohol abuse or abuse of other controlled
substances. Substance abuse is inconsistent with the behaviors
expected of all citizens and with our values at the Company.
Substance abuse poses a hazard to the users, fellow employees
and the general public. We strictly forbid the use, possession,
manufacture, transfer, storage, distribution, purchase, attempted
purchase, sale and/or attempted sale of prohibited substances
by our employees at all times. The Company also forbids
employees to report to work under the influence of prohibited
substances or any other substance, which may impair their
ability to perform all essential job duties and/or may endanger
fellow employees and the general public.
Employees are responsible for:
• Abiding by the terms of the Prohibited Substances policy.
• Notifying the Directors of legally prescribed medications
that may significantly impair their physical or mental ability
in the performance of their duties.
• Such medication must be prescribed by a licensed physician
for use by the person possessing the drug. Employees must
keep all prescribed medicine in its original container, which
identifies the drug, date of prescription and prescribing
physician.
Harassment
The Company strongly disapproves of and will not tolerate
harassment of any kind, including that based on race, color,
age, religion, sex, sexual preference, national origin or disability.
All employees must avoid offensive or inappropriate behavior
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and are responsible for ensuring that the workplace is free from
harassment, whether by employees or non-employees, at all
times.
Workplace Violence
The Company prohibits and will not tolerate the following by or
against employees, sponsors, or visitors of the Company:
- physical confrontation,
- threats to use violence (implicit or explicit),
- harassment or intimidation (implicit or explicit), and/or
- the possession and/or use of weapons on Company
premises.
Workplace violence will not be tolerated on Company property at
any time, or during working hours or while engaged in Company
business regardless of location. Employees who violate the
intent of this policy will be subject to disciplinary action, up to
and including termination of employment, at the discretion of
the Company.
All employees are responsible for ensuring that the workplace
is free from violence, whether by employees or non-employees,
at all times. Therefore, complaints of confrontations, threats,
harassment, intimidation or possession of a weapon should be
reported immediately.
Confidential & Proprietary Information
All employees at the Company have a moral, ethical and
legal responsibility to protect the confidential and proprietary
information of the Company. Employees are exposed to
confidential and/or sensitive information while they are working.
The business knowledge and information acquired during your
day’s work should stay within the confines of our operations.
Employees who violate the intent of this policy will be subject
to disciplinary action, up to and including termination, at the
discretion of the Company.
Solicitation
We do not allow solicitation by any organization or employee
during work time with the exception of charitable causes as
approved by the Directors. Solicitation includes conversation
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Employee Handbook
to support any non-work activity, cause or organization as well
as the distribution of literature and/or other non-work related
materials.
Smoking
Smoking is not permitted in any area of the office other than the
designated smoking area. If an employee wants to smoke, he/
she must use this designated area. Time spent smoking during
regular working hours must not interfere in any way with job
performance, and if it does, it will be dealt with as a discipline
problem.
Your Workplace
General Office Hours
As a member of the work team, it is important that you be present
and ready to start work when work begins. Our general office
hours are from 8:30 a.m. to 5:30 p.m. Monday through Friday
with a lunch break of one (1) hour. Lunch breaks are considered
time not worked and should generally be taken between 11:00
a.m. and 2:00 p.m. You are expected to be at work during these
designated periods unless otherwise approved. Depending on
the demands of a position, different hours may be required.
Dress Guidelines
We expect our employees to dress appropriately in the office,
at events and for business meetings. Our typical style of dress
is casual except in those situations where participation in
meetings requires more formal business attire. Common sense
prevails and it is incumbent upon you to know how to dress
appropriately. Shabby, untidy or unkempt appearance will not
be tolerated.
Attendance
We do not hire more employees than needed to meet scheduled
demands. Therefore, it is critical to the success of our business
that you report to work on time. Any absence or tardiness may
be considered excessive if it adversely impacts our business in
any way.
The following procedures are intended to clarify the actions
necessary when you will be absent or tardy from work:
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• If you know in advance that you are going to be late or
absent, you should notify a Director as soon as possible by
phone.
• In the event there was no prior knowledge of absence or
tardiness; you should notify a Director no later than 30
minutes after the beginning of your scheduled work time.
Notification should be made directly to a Director and must
be done by you personally. Having someone else call or
leaving a recorded message is not acceptable. If a Director
is not available, you should contact administration and leave
a message where you can be reached.
Any unreported absence of three (3) or more consecutive days
will be considered a voluntary termination.
Housekeeping
Keep your work area tidy and your desk as free from clutter as
possible. organise your papers and file as necessary. Do not
leave rubbish lying around. After eating ensure that plates,
cutlery & crockery are cleaned and put away, likewise for
beverage cups and glasses. the kitchen is used by everyone -
please leave it clean when you’ve finished and if the bin is full,
empty it and put in a new liner. If there are no liners please inform
administration. Treat the office as your home and look after it
and your colleagues.
Data Backups
Data backups are carried out automatically on your Home
Folder. Nothing else on your assigned machine is backed up so
if you want to ensure that documents are safe please keep them
in your home folder. Client work is stored on the server and this
is also backed up every night.
Personal Telephone Calls
Personal telephone calls at work should be brief and kept to a
minimum. No personal long distance calls should be charged to
the Company. If you need to make an overseas call to a client
please advise one of the Directors.
Employee Whereabouts
All employees who need to be out of the office on company
business should advise colleagues if it is a short errand and for
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Employee Handbook
meetings and appointments it should be put in JobPro in the
task list.
Company Network Acceptable Use
The Company provides access to the internet for work related
tasks. Personal web browsing, file-sharing, P2P, streaming,
music downloading, social networking (Facebook etc), personal
blogging, myspace etc are not acceptable uses of the companies
infrastructure or your time in the office AND WILL NOT BE
TOLERATED. It is incumbent upon the individual to gauge what
is appropriate - you may need to use MSN to keep in touch with
work colleagues or friends and family - but you must not abuse
of this facility and spend all your time chatting!
The company does not allow the use of email for the sending
of spam, unsolicited emails, obscene or profane material. Nor
does the company tolerate the dissemination of chain emails,
multi-level marketing etc.
Please use your discretion. The network is not actively policed
but if it comes to the Directors notice that abuses are taking
place it will be necessary to implement much more stringent
controls on the type of data that is allowed on the network.
Personal Computers, music players, data storage devices
Personal laptops are not allowed on the company network, either
wired or wireless. Music players may be used with headphones
but not to the extent that they interfere with your ability to work
effectively in the office (not hearing the phone, or requests from
colleagues for example). No form of non-company data storage
device may be connected to the network.
Suspension of Operations
In the event that the Company needs to suspend or delay
operations due to conditions beyond its control (such as
inclement weather, power cuts, etc), the Directors will close the
office. Notice of reopening will be communicated by the most
expeditious method available at the time. If the Company is not
officially closed, then employees are expected to make every
reasonable effort to report to work. Any employee who will not
be able to work or will be late arriving should notify a Director.
The Company will look at each situation on a case-by-case
basis.
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Eggsellent Work!
Safety
We will provide a safe working environment that protects
employees and others from harm and protects property from
adverse damage and loss. The Company believes that personal
safety is the fundamental responsibility of each employee. No
job is so important or urgent that it cannot be done in a safe
manner.
For everyone’s sake, you are expected to:
• Observe and comply with all safety regulations and
emergency procedures as well as comply with the letter and
spirit of all applicable laws and regulations.
• Hold self and others accountable for individual safety
practices and the safe and proper use of Company tools,
equipment and/or assets.
• Use good judgment and common sense in all matters of
safety, while observing all rules and regulations to promote
a safe environment.
• Maintain a current driver’s license and notify the Company
of a suspended driver’s license if responsible for driving
a Company vehicle or a personal vehicle on Company
business.
Privacy of Employee Records
The Company recognizes an employees’ right to privacy and
will, therefore, make every effort to protect the confidentiality of
all information in its possession. Only the Company’s Directors
may release information concerning an employee’s employment
history. The following information will be verified without the
consent of the employee (current or former):
• Dates of employment (hire and termination).
• Positions held during employment.
• Employment status (full-time, part-time or temporary).
The release of any other information will require a written request
from the inquirer, as well as a written consent from the employee
or former employee to release the information, except as
otherwise required by law.
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Employee Handbook

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