Employee Personnel Manual

7/29/2019 Employee Personnel Manual

1/31

I have received my personal copy of the Miracle EarEmployee manual.

My signature below indicates that:

I have received and will read this Manual and make sure that I understand its contents, or if I

have questions, I understand that it is my responsibility to ask my supervisor or theFranchisee to clarify for me.

I will comply with the general guidelines and policies stated in the Manual.

I understand that the policies, rules, and benefits described in it are subject to change at any

time at the sole discretion of the Franchisees.

I understand that either ! " #nited $gencies, Inc. or I may terminate my employment at any

time, with or without notice and with or without cause.

I understand that no contract of employment has been e%pressed or implied by this Manual or

any other statements, and that no circumstances arising out of my employment will altermy &at'will( employment relationship unless e%pressed in writing and signed by an

e%ecutive officer or board member )other than myself*. I understand the Manual is the property of the company and must be returned upon termination

of employment.

+mployees -rinted ame: /////////////////////////////////////

-osition: ///////////////////////////////////////////////////

+mployees "ignature: ////////////////////////////////////////

0


2/31

0 t

Index

Welcome ...... 1Our Mission ...... 2

I. Employee Involvement ...... 2

Opportunities For All .......... .. 3Introductory Period .... 4Compny Meetin!s ... "#$e Cretive Process .... "Pro%lem &olvin! . "

II. Employee 'esponsi%ilities . (Attendnce ..... (

)ress Code ... (

Csul Fridy (*IPPA + Identity #$e,t -#ime Mn!ement . &,ety/ )ru! nd Alco$ol Free 0'eportin! Inuries ......... 0Computer use .. 0&el, Inspection 1enerl Employee Policies .. 11

We% Cloc #ime + Attendnce 11III. Employee 5ene,its ........ 13

Pid #ime O,, / *olidys .. 136ctions 14


3/31

Congratulations!!!

W$et$er you $ve %een >it$ Mircle Er ,or ten yers or ten mont$s< t$e positivec$n!es in our compny nd in t$is mnul $ve %een mde possi%le %ecuse o,people lie you.

Plese si!n nd return t$e ttc$ed receipt ,rom nd te t$is mnul $ome to s$re>it$ your ,mily. :se t$e sles %roc$ure to point out t$e products you $ve $elped tomret nd t$e services you $ve to provide our customers.

Most o, t$ese policies o, course re lredy in e,,ect. Any c$n!e to t$ese policies >ill%e stted in >ritin! nd mended to t$e mnul.

We $ope t$t our pride in our >or >ill continue to s$o> in dditionl opportunities ,orus ll. We >nt to continue to enoy !ood py< %ene,its< nd %onuses. We lso >nt ,uture t$t is t$e %est.

:n?uestion%ly@


4/31

1

Mission Statement

It is our mission to help as many people with hearing loss as possible. We can

help through many different ways, such as, education, customer service, medical

referrals, assistive listening devices, and hearing aids.

Our company will support its representatives to render service to our clients on a

satisfaction guaranteed basis.

It is our goal to continually educate our staff, clients, families, professional

associates and hearing public on the detrimental effects of hearing loss, available

new technology, and problem solving solutions to communication impairments.

Our company will provide equal opportunity and service to clients and employees

regardless to sex, age, race, religion, disablity or national origin.

We are dedicated to a fair financial return for our company so as to provide

security for our customers, employees, and investors.

We are determined to be a positive resource to the citizens, organizations, and

communities we serve, striving to improve the communication environments of

h h d l ff


5/31

2

Employee Involvement

From your first day on the job, you will have many chances to be involved in theplanning and production of your work at Miracle +ar. For your success and forours, we hope you take advantage of these opportunities.

OPPORTUNITIES FOR !!

+ach applicant and each employee, regardless of age, se%, color, creed, nationalorigin, ancestry or personal disabilities )handicap*, will be provided fair and equalopportunities in hiring, training compensation and advancement here at Miracle+ar.

3easonable accommodation will also be made to provide affirmative action forpersons who may have been previously denied opportunities due to prior patternsof discrimination.

4e want to involve a diverse work force in order to enhance our ability to serve awide range of customer needs. 5his will include older adults and 6ietnam eraveterans, women and minorities, gifted young professional persons as well as

individuals with physical disabilities.

5o maintain a work environment where men and women can work together with


6/31

"

Introductory Period

#$e ,irst 0 dys on your o% s ,ull time re!ulr employee $ere >ill %econsidered n introductory period pro%tionB. We >ill do our %est toinvolve you >it$ your ne> o% nd our compny t$rou!$ initil orienttionnd trinin! e,,orts.

)urin! t$is time especilly< s ny ?uestions nd do your %est todemonstrte t$e %ility to %e success,ul on t$e o%. #$is is e?ullyimportnt i, you >ere $ired s temporry employee since c$n!e to ,ull/time re!ulr employee sttus >ill %e %sed< in prt< on yourper,ormncet$t is< your ttendnce< coopertion< ttitude nd t$e ?ulityo, your >or.B Mny o, our ey employees %e!n on temporry %sis.

Most ne> ,ull time employees success,ully complete t$is period. Dou mydiscover durin! t$is time t$t t$is position is not !ood ,it ,or your sills. I,you lern< on t$e ot$er $nd< t$t in spite o, your desire nd %est e,,ortsdurin! t$is period you re not %le to meet t$e stndrds ,or success $eree >ill need to end our >orin! to!et$er nd s t$t it not %e tenpersonlly.

Our stndrds o, per,ormnce re $i!$ nd >e no> t$t you >ill do your%est to c$ieve or eceed t$ese stndrds. Our Consultnts< Front O,,iceAssistnts nd Frnc$isee >ill do everyt$in! t$ey cn to $elp you c$ieve


7/31

=8onsultants: "alaried position with commission.

8locks in daily > hours blocks.o overtime applies.

89$"" II' 3egular -art time+mployed in a position regularly and works less than 2 hours perweek.

8locks in and out daily.o overtime

89$"" III' 5emporary+mployed in a position normally working on an occasional or asneeded basis 2? hours or less 8locks in and out daily. o overtime.

Company Meetings

3egular company meetings are conducted either by phone or at anoffice location. $t this time vital information is shared about the

status of our cost saving efforts, our current picture on sales andprofitability and other important company or planning issues. @ourparticipation will be essential and e%pected whether these meetings


8/31

A

The Creative Process

4e encourage innovation and creativity here as a way of involvingour coworkers in maintaining a competitive edge.

For this atmosphere to continue, each employee must agree that:

1. "uggestions, designs and constructive criticism will be soughtfrom each person in every position in order to help improveour products and customer service.

2. $ny new product, technique, or marketing product, developedby company will belong to our company and therefore to all ofus, not to any one of us as an individual.

3. $ny program or process developed by a member of our staff,using our equipment or program, on paid company timeremains the intellectual property of our company. "uch

t b h d t id f ! "


9/31

6

Problem Solving

;ur company believes that every problem that we face together includes thepossibility for real progress. 4hen we overcome and solve problems togetherother areas of our work will reflect this success.

5herefore, whenever you see or sense that a work related problem e%ists, you areencouraged to do the following:

1. 0iscuss directly with your coworker, e%ploring options and solutionstogether. #sually the problem can be resolved in this manner, especiallywhen it is presented and discussed with an open mind and at a time and

place that is suitable.

2. If the problem can not be handled in this way or if the problem involvesyour supervisor or office consultant. 9et your franchisee know directly ofyour concerns. @our franchisee will confidentially discuss with you


10/31

;utside 8onsultantE

F;$GGFront ;ffice $ssistant

H

Employee Responsibilities

esides being fully involved in our marketing, sales, and service, each employee

also has areas of responsibility that will assure our mutual success.

ATTE!A"E

-lanning for production and sales is a key to our success. @ou can be involved inthis success by being here and on time each day that you are scheduled to work.5his means being at your workstation and signing in on your computer to work at

your assigned time. 4e know there will be some occasions when an absence fromwork cannot be avoided.

If an employee develops a pattern of tardiness or unplanned absences, he or she

will receive a warning which could lead to termination of employment.

A##EA$A"E

4hether you work in the office or in the field, your personal appearance isi f 5h f k d d


11/31

#asual Friday$s

Miracle +ar


12/31

questionable situation should be immediately reported to the $dministrative ;fficeand Franchisee.

9

Time %anagement

oth hourly and salaried personnel are e%pected to monitor and manage their own

time in order to keep our company profitable.

$ccurately reflecting the hours worked on our weekly time computer cards willhelp with this effort and will be the basis of our payroll calculations. 4orkinghours are recorded on the 4eb 8lock computeriBed time and attendance program.+mployees are e%pected to be ready to begin work at the designated start time,earlier clocked start times will not be displayed on timecards. "hould your

schedule require a earlier start time to accommodate time away from work forlunch or personal business, email the Franchise so the earlier start time can bemanually adjusted for that day.

5here will be weeks when you will need to work e%tra hours to meet customerdemands. #nless otherwise arranged,your the Franchisee must prior approve allovertime. 5he request for overtime should be in the form of an email or phone call

to the Franchisee and you should receive an email record of approval for yourpersonal record.


13/31

1?

Time card records must be kept by the employee herself. Anyone found

opening, closing, or ad)usting another employee*s time card could be sub)ect

to immediate dismissal. The Franchisee is the only person, other than the

employee herself, allowed to make a change on a time card record. +hould

circumstance reuiring such a change occur, contact the Franchisee

immediately by phone or email.

"omputer -se4hether in a home, service center, or office, our computers are for company

business. -lease do not store anything on a company computer that you would notwant your fellow employees or franchisee to see. 5he Franchisee should alwayshave the current 9ogin and -assword to all company computers. ;nly programsused for company business should be on company computers unless permission toadd programs is obtained from your Franchisee. 8hanging the password on acompany computer without notification of Franchisee is grounds for disciplinaryaction. Inappropriate use of computers for purposes of another business, internetchat rooms, playing games, or any type of pornography, selling or gambling is

strictly prohibited, such actions could be grounds for immediate termination.


14/31

11

3+-;35I IC#3I+"

$ny accident or injury on the job, even those that require only first aid must byreported immediately to your supervisor. 5hese personnel will assist you inobtaining medical treatment from a doctor authoriBed by the company and in

preparing any reports required for insurance purposes. 0elays in reportingaccidents or injuries on the job could delay or discourage rightful claims forinsurance coverage. 4orkers 8ompensation is the e%clusive coverage for work

place injuries unless the injury results from the negligent action of the employee.

L#$9I5@5he quality of our work7of both our products and our services7is the greatestresponsibility that we share at Miracle +ar. ;ur quality is the reason for ourreputation and success. nquestionably the +"5( is more that a motto here.It is the way we accomplish our mission. y controlling costs and continuouslyimproving our performance we will meet and e%ceed our own standards for

e%cellence.


15/31

5his means that if you are making commitments to customers on the phone or inperson, you will assure that this process is possible and that follow through willoccur as promised.

4hether you are testing, servicing or selling, you will recogniBe quality when yousee it. !If it is to be, it is up to me." 5hese ten two letter words say it best.

12

&eneral Employment Policies

-erformance +valuation

It is our policy to evaluate employees according to skill, ability to perform thework required, quality of work productivity, and seniority. 5he progress of eachemployee is evaluated at three months )at the end of probation* and at intervals

thereafter. @our supervisor will review the evaluation with you. @ou are asked tosign the evaluation form only to show that you have received it. ot that you agreewith everything on the evaluation. -ay raises for hourly workers are usually N toAN, within the framework of each job description and are not automatic with a

performance evaluation. 5he company prefers incentives for company productionover hourly pay raises, in this case, all benefit from success and feel theresponsibility to make it succeed.

-ayroll 0eductions


16/31

program please refer to Franchisee or ook keeping. 3ecording for the separatejob descriptions will be as follows:

1

Full time Hourly: 8lock in and out each day. 9unch is included in worked timeif you answer the phone while taking lunch. "hould you leave the building forlunch or personal business clock in and out. 9eaving the office on company

business ie: bank deposit, purchasing supplies does not require clocking out. $ 1Aminute window to clock in before or at the end of shift allowed. "hould you forgetto clock in or require early start to accommodate the need to leave the workplacefor lunch or personal business a request for a manual adjustment to the time record

should be sent by message to the Franchisee. Overtime must be pre-approvedandapproval noted in comments on 4eb 8lock time sheet.G

Full time Salary: 8lock in on a daily basis with > hours. It is not required for youto clock in and out for lunch. o overtime applies.G

GPlese re,er to #ime Mn!ement section ,or ,urt$er in,ormtion.

Time #ard Menu


17/31

Family 9eave F9 $pproved on individual basis by Franchisee

1=

-ersonal -5; -ersonal 5ime ;ff is an all purpose time'off policy for eligible5ime ;ff employees to use vacation and sick leave into one fle%ible, paid

time off policy. It is meant to function as wage replacement fortimes employees choose to be away from work for personalreasons.

8omp 5ime 85 3eturned time off for time worked over normal business hoursMust be prior approved and occur in the same pay period asovertime hours would have occurred. "alaried employees aree%empt from comp time.

onus 5ime ;ff 5; 5ime awarded for company goal achievement

*olidys;ur company observes seven holidays each year. +mployees are eligible for these

paid holidays after ? days of employment. 5he offices are closed for these days.Full time hourly and salaried employees are paid for time off on these scheduleddays.


18/31

-5;. 5o be paid for personal time off one must accrue it and use it whileemployed.

+ligible employees will accrue -5; according to the following scheduleeach year:

$ll Full'5ime "alaryE?


19/31

P#O is >rded nnully t$e ,irst dy o, ;nury ,ter t$e ,irst nniversry dte. I, t$eone yer employee nniversry occurs ,ter t$e ,irst dy o, April one $l, o, t$e yerlyP#O my used t$t clendr yer.

When time off without pay is used by employee, no salary or hourly wage will bepaid for those approved or unapproved hours.

6acations are to look forward to and to enjoy. 5hey should, for this reason, beplanned one month in advance and to allow your replacement by your Franchisee.6acation requests should by made using a time off request in the 4eb 8lock 5imeand $ttendance program. 3equests should be made ? days in advance for

processing and to allow for coverage while you are gone. $pproved employeevacations are posted on the monthly calendar for reference. 9ength of service willdetermine preference of dates when requests are greater than available opening. If

the day off is not approved by schedule request, employee trades are acceptable ifapproved by immediate supervisor. napproved absence is grounds fordisciplinary action.

-5; earned, as an employee must be used while an employee. In 0ecember of acalendar year you may choose to move unused -5; hours to +M. $ minimumof four hours -5; can be taken and must be taken in full hour increments thereafter.

f an illness e!tends over " days a note for permission to return to work is

re#uired from your $octor.


20/31

re#uest ) indicating the nature of the problem and the probable length of time

for recovery.

1(

E-tended Medical !eave

$s a Miracle +ar employee, you may hold up to >? hours of -5; over from year toyear to cover e%tended illness. +%tended Medical 9eave is provided for severeillness requiring hospitaliBation, surgery, or e%tended convalescence.

5hose employees with over 12 years employment will also receive >? hours of+%tended Medical 9eave. +%tended Medical 9eave may begin after all -5; andonus time has been e%hausted. +M9 is not carried over from the previous year,

but the >? hours are available annually. 5here is no payout on +M9 it is solelyintended to compensate for your being away from work and must be taken whileemployed by ! " #nited $gencies, Inc dEbEa Miracle'+ar. o commission will

be paid nor acquired while an employee is on +M9.

* signed note from your doctor must accompany a re#uest for e!tended medical


21/31

)entl

!ental reimbursement is provided for regular employees working 12 hours

per pay period. Employee is eligible after 3 months employment. #rogram

allows 4 cleanings per year for a total of 5647 in fees.

8i,e Insurnce2?,??? of declining term life insurance coverage is supplied by Miracle +ar for allregular employees working K= hours after months employment. $ccidentaldeath and dismemberment provisions are also included. o employee contributionis required. 5his coverage is not available for dependents. @ou must completerequired paperwork to be covered.

Worer9s Compenstion

5h 4 k 8 ti l id t ti f l h h


22/31

1

"ocial "ecurity5he employee and the company share the cost of this federal form of insuranceequally. 3etirement benefits )at age KA or earlier at age K2*, death and disability

benefits are provided to employees and their families through this program.

8hild "upport0eductions for child "upport payments will be made according to court orders.$n employee will not be terminated because of such deductions


23/31

$ny employee opting to participate in this program will meet with an Investment8onsultant from "trategic Investments of 8ape irardeau to distribute theircontributions into the funds they select.

5he employee can make changes to the "imple I3$ -ayroll 0eduction onceannually. In the event the contribution is terminated during the year, it can not bereinstated until Canuary of the ne%t year.

1J

#rogressive #erformance #lan

Most of us want to know what is e%pected of us and what will happen if we do notmeet these e%pectations. 5his policy on performance is a benefit to all of ouremployees because it is clear and consistent on these matters.

5here are some serious violations of company policy that could result in immediatedischarge. "ome e%amples are:

GMisuse of computersG3efusing to follow safety procedures.


24/31

G#nprofessional conduct toward fellow employees, patients, families orvenders.

2?

GMisuse of personal equipment of office equipment such as fa%, telephone,repair kits, or copy machine.GInability to treat coworkers with respect and dignity

G"lander of other companies or professionals

8ommon sense and the circumstances surrounding any act of misconduct willdetermine the degree of disciplinary action taken. $ reminder and discussion canoften correct problems in performance. "ome e%amples of areas where this willoccur are quality of work, productivity, cooperation, appearance, attendance, and

work habits, to mention just a few.

@our franchisee is committed to helping you be successful. 4e are more interestedin &catching you( doing things &right( rather than wrong. 4hen you are successfulwe too are successful. +veryone wins.

4hen a pattern of problems occurs, however, not simply an isolated incident, your

supervisor will correct you in a private discussion and will tell you that thisreminder is a verbal warning. If the pattern of this problem continues and is notresolved, a second discussion will be held and a written warning will be issued. $


25/31

In addition, if you are a consultant, we ask that you give four weeks writtennotice.

21

9oluntary Termination

"alary and hourly employees who have terminated in good standing, with propernotice will receive their last check the Friday after the last working day accordingto the regular payroll schedule.

"alary plus commission employees will be paid their final check according toemployment contract. Final commission will be paid three months aftertermination. o commissions will be paid on accounts after months.

(nvoluntary Termination

Involuntary terminated employees, may be discharged for any reason, and with outcause. 4e do follow the &guidelines( contained in the -rogress -erformance$ction -olicy contained in this manual.


26/31

9ayoff and recall is not normally anticipated, but in periods of low office activity apolicy is maintained. 9ayoff of employees is based on job classification.

6oluntary time off will be offered before layoff policy is instituted.

22

#losin( Thou(hts

"onfidential (nformation

;ur clients entrust themselves to our care with complete assurance that allpersonal, medical, and financial information is held in strict confidence.-ersonal harm can be done to a client or a clients family by revealing informationcarelessly. #nprofessional discussion or disclosure of confidential information isgrounds for disciplinary action.

You and #ublic $elations


27/31

2

Mile!e 'eim%ursement ,or Consultnts

Consultnts cn receive t$eir >or mile!e in pret dollrs %y completin! t$e ttc$ed,orm ,ully nd su%mittin! it >it$ t$eir time crd. Mile!e strts ,rom t$e o,,ice to >$ic$t$e consultnt is ssi!ned to t$e service center< in $ome ppointment< or pu%lic eventnd %c to t$e o,,ice. Actul mile!e s$ould %e recorded on t$e We%Cloc time s$eetnd t$e >ors$eet %elo> ept ,or your personl record ,or ,uture personl t

purposes. #$e mount o, reim%ursement >ill %e noted on t$e c$ec under mile!ereim%ursement. 2/1-/" $cB

EMP!E

Wee O,H ;nury 31 / Fe%rury 4< 2"


28/31

Wee O,H Fe%rury - / Fe%rury 11< 2"


29/31

Mondy #uesdy Wednesdy #$ursdy Fridy &turdy

8oction Cpe Cpe Frmin!ton ;7Cpe Perryville

&trt (041 -3

Endin! -21 -1

#lly 1 -

#O#A8 2"

rnd #otl 32


30/31

Milea(e #hart

Wee O,H


8oction

&trt

Endin!

#ly

TOT!

Wee O,H


8oction

&trt

Endin!

#lly

TOT!

rnd #otl


31/31

Documents

Employee Personnel Manual