employee handbook..doc

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The Lodge at Bromley housekeeping

instructional guide

Employee HandbookEffective December 01, 01!

This manual is merely a summary of current policies of The Lodge at Bromley

housekeeping instructional guide" #othing in this manual alters the fact that all employees

of the company are employed $at %ill&" Employment may be terminated %ith or %ithout

cause or notice at the %ill of either the employee or company" #either this manual nor any

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of its contents is an employment contract, an offer to enter an employment contract, or

provides employees %ith any contract rights"

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'EL()*E T) THE L)D+E T B-)*LE. H)/EEE23#+

3#T-/(T3)#L +/3DE

Welcome to The Lodge at Bromley housekeeping instructional guide. At The Lodge at Bromley

housekeeping instructional guide, we are optimistic about the future and hope that youremployment with us will be mutually rewarding. We look forward to an enoyable and

producti!e working relationship with you.

"t is our goal at The Lodge at Bromley housekeeping instructional guide to outperform the

competition in the areas of employment, ser!ice and safety. #ursuant to this goal, we stri!e topro!ide high $uality products and ser!ices to our clients and customers. The work and attitude

of our employees is important to the success of our company.

This handbook has been prepared for employees of The Lodge at Bromley housekeeping

instructional guide. As an employee of The Lodge at Bromley housekeeping instructional guide,

you should re!iew the handbook and become familiar with all of the policies. %ollowing yourre!iew of the handbook, you are to sign and return an Acknowledgement %orm that will be

pro!ided to you. &A copy of the form can be found at the last page of this handbook.'

This handbook is only a summary of current personnel policies of The Lodge at Bromleyhousekeeping instructional guide compiled for con!enient reference. (either the handbook nor

any policy set forth herein is a contract of employment, an offer to enter into a contract of

employment, or pro!ides employees any contract rights. (o contract of employment is beingoffered or implied. (o contract of employment is !alid and binding on the )ompany unless it is

in writing and signed by the )*+ argret )ating.

The employees of The Lodge at Bromley housekeeping instructional guide are -at willemployees. This means that The Lodge at Bromley housekeeping instructional guide may

terminate the employment of any employee at any time for any reason, or no reason at all, and

the employee may terminate their employment at any time for any reason, or no reason at all.*mployment is for an indefinite period and is subect to change in conditions, benefits, and

operating policies.

The information contained in this document is in summary form and is intended to gi!e you an

o!er!iew of what is e/pected. any items co!ered here may be co!ered in more detail in other

company documents, which documents are controlling. The Lodge at Bromley housekeepinginstructional guide reser!es the right to at any time supplement, re!ise, re!oke or rescind any

part or all of this handbook or any or all of the benefits or policies set forth herein.

The Lodge at Bromley housekeeping instructional guide reser!es sole discretion to interpret this

handbook or any policy or benefit contained in this handbook.

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E*2L).*E#T 2)L3(3E

0tatement of E4ual )pportunity

The Lodge at Bromley housekeeping instructional guide is an e$ual opportunity employer andwill not discriminate in recruiting, hiring, training, promotion, transfer, discharge, compensation

or any other term or condition of employment on the basis of race, religion, color, age &o!er age

0', se/, national origin, or on the basis of disability if the employee can perform the essential

functions of the ob, with a reasonable accommodation if necessary. Any employee who is aware

of discriminatory conduct or who has any concern about a possible !iolation of this policy

should immediately report the conduct or concern to his or her super!isor, designated human

resource personnel or any corporate officer.

Discrimination and Harassment

The Lodge at Bromley housekeeping instructional guide disappro!es of and strictly prohibitscomments or actions by anyone that may create an offensi!e or hostile work en!ironment for any

employee because of the employees race, color, religion, age, se/, marital status, national origin,disability, ancestry, or medical condition. This policy e/tends not only to prohibiting unwelcome

se/ual ad!ances and offensi!e se/ual okes, innuendos, or beha!iors, but also prohibits offensi!e

conduct related to or based upon factors other than se/.

*mployees who belie!e they are !ictims of harassment or who are aware of harassment should

immediately report the situation to a super!isor, the director of human resources, a designated

human resources representati!e or any manager or corporate officer. An employee who thinks heor she is a !ictim of harassment may discuss the offensi!e conduct with the offender&s' before

reporting it to management, but is not re$uired to do so.

The Lodge at Bromley housekeeping instructional guide will promptly in!estigate complaints or

reports of harassment. The in!estigation will be conducted, and complaints will be handled in a

confidential manner to the e/tent realistically feasible. When warranted by the in!estigation,

The Lodge at Bromley housekeeping instructional guide will take immediate and appropriatecorrecti!e action. 3uch action may include disciplinary action against the offender&s', which may

range up to and include dismissal, depending on the se!erity of the conduct as assessed by The

Lodge at Bromley housekeeping instructional guide.

(o retaliation will be permitted against an employee who registers a complaint or reports a

harassment incident, or against any employee who pro!ides testimony as a witness or whootherwise pro!ides assistance to any complaining or reporting employee, or who pro!ides

assistance to The Lodge at Bromley housekeeping instructional guide in connection with the

in!estigation of any complaint or report.

After The Lodge at Bromley housekeeping instructional guide has taken appropriate correcti!e

action to resol!e a complaint or report of harassment, The Lodge at Bromley housekeeping

instructional guide will make follow4up in$uiries after an appropriate inter!al to insure that the

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harassment has not resumed and retaliation has not been suffered. 6owe!er, !ictims and

witnesses are not re$uired to wait for follow4up. "f harassment resumes or retaliation occurs, the

!ictim or witness is encouraged to contact an appropriate The Lodge at Bromley housekeepinginstructional guide super!isor, human resources representati!e, officer or other company

manager immediately so The Lodge at Bromley housekeeping instructional guide may promptly

and effecti!ely act.

3mmigration La% (ompliance

The Lodge at Bromley housekeeping instructional guide is re$uired by federal immigration laws

to !erify the identity and work authori7ation of all new employees. "n keeping with the

obligation, documentation that shows each person8s identity and legal authority to work must be

inspected. *ach new employee must also attest to his9her identity and legal authority to work on

an "4 %orm pro!ided by the federal go!ernment. This !erification must be completed as soon as

possible after an offer of employment is made and in no e!ent more than three &0' business days

after an indi!idual is hired and before the indi!idual begins work. A copy of this form will be

pro!ided to you for your completion. All offers of employment with The Lodge at Bromleyhousekeeping instructional guide are conditioned upon furnishing e!idence of identity and legal

authority to work in the :nited 3tates in compliance with the federal law. #ro!iding falsified

documents of identity and eligibility to work in the :nited 3tates will result in cancellation of

your consideration for employment or dismissal if employed. *!ery rehired employee must alsosatisfy this re$uirement. "t is the employee8s responsibility to ensure that the work authori7ationon file is current. The ;epartment of 6omeland 3ecurity recommendation is to apply forrenewed authori7ation a minimum of ninety &


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dvance #otice and *edical (ertification8

The employee may be re$uired to pro!ide ad!ance lea!e notice and medical certification. Afailure to comply with the notice re$uirements may affect re$uest for lea!e.

4 The employee ordinarily must pro!ide 0< days ad!ance notice when the lea!e is-foreseeable

4 An employer may re$uire medical certification to support a re$uest for lea!e because ofa serious health condition, and may re$uire second or third opinions &at the employerse/pense' and a fitness for duty report to return to work

9ob Benefits and 2rotection8

%or the duration of %LA lea!e, the employer must maintain the employees health co!erageunder any -group health plan. :pon return from %LA lea!e, most employees must berestored to their original or e$ui!alent positions with e$ui!alent pay, benefits, and otheremployment terms. The use of %LA lea!e cannot result in the loss of any employment benefit

that accrued prior to the start of an employees lea!e.

)ontact the appropriate human resource personnel to determine %LA eligibility.

Health -e4uirements

All employees shall be of sufficient good health to properly discharge their duties. *mployees

who ha!e an infectious disease shall not be permitted to work for the duration ofcommunicability. "f an employee becomes ill or inured while on duty, it is his9her responsibilityto report such illness or inury to his9her super!isor immediately. %ailure to do so may result in aloss of potential benefits for that illness or inury. "f an employee has e/cessi!e absences from

work due to illness, his9her physical condition may be re!iewed to determine the ability tocontinue in that position, and a physician8s release that he9she is able to work may be re$uired.

Drug:5ree 'orkplace

The Lodge at Bromley housekeeping instructional guide is committed to pro!iding a work

en!ironment that is free from alcohol and illegal drugs, and prescription or o!er4the4counter

drugs that impair the performance of essential ob functions or increase risk of inury, death, or

property loss. The costs of alcohol and drug abuse are staggering and are manifested by

accidents, tardiness, absenteeism, property damage, increased occupational inury costs,

increased health insurance costs, decreased producti!ity, the cost of replacing and retraining new

employees, and employee theft. "n an effort to minimi7e the effects of alcohol and drugs in theworkplace, The Lodge at Bromley housekeeping instructional guide has adopted the followingpolicy.

A. The following are prohibited?

i. #urchase, use, possession, distribution or being under the influence of

alcohol on The Lodge at Bromley housekeeping instructional guide or


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client property, during working hours or at any time while on The Lodgeat Bromley housekeeping instructional guidebusiness.

ii. #urchase, sale, possession, use, manufacture, distribution or

being under the influence of any illegal drug at any time during your

employment by The Lodge at Bromley housekeeping instructional guide@

oriii. :se or being under the influence of any prescription or non4prescription

&o!er the counter' drug that may ad!ersely affect your performance of the

essential functions of your ob or increase the risk of inury, death or

property loss of you or others.

i!. #urchase, sale, use, distribution or possession, during working hours or

while on company business, of any drug paraphernalia, including, but not

limited to, any tools, e$uipment, supplies or materials used, designed or

intended for the illegal or improper use of any drug.

!. Ceporting to or being at work with a measurable $uantity of any alcohol,

drug, into/icant or narcotic in the blood or urine &e/cept for any

prescribed or o!er4the4counter drug of the type and at a le!el determinedin the sole opinion of The Lodge at Bromley housekeeping instructional

guide or its designee as neither interfering with performance of essential

ob functions nor increasing the risk of inury, death or property loss of

you or others'.

B. Any employee of The Lodge at Bromley housekeeping instructional guide who at any

time during his or her employment with The Lodge at Bromley housekeeping

instructional guide is charged with, or con!icted of, !iolating any law, the basis of

which !iolation in any way in!ol!es the use or being under the influence of alcohol or

any drug shall immediately report the charge or con!iction to his or her immediate

super!isor or any company official and in all cases, no later than the beginning of thene/t work day.

Diolation of any part of this policy &or any change or con!iction described in -B' may result indisciplinary action, up to and including termination of employment.

0moking

3moking is only permitted in those places and at those times designated by The Lodge at

Bromley housekeeping instructional guide. ;o not smoke near any area where flammable or

combustible materials, such as sol!ents, are used or stored. +ther rules regarding smoking may

apply depending on your work location. "f you ha!e any $uestions, ask your super!isor.

(onfidentiality of 3nformation

)onfidential information of The Lodge at Bromley housekeeping instructional guide, of anynature and in any form whatsoe!er, including, but not limited to, all data or information that iscompetiti!ely sensiti!e or is not generally known or a!ailable to the public, client lists and files,and personnel records and data, shall be kept confidential and pri!ate and shall not be remo!ed

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from The Lodge at Bromley housekeeping instructional guide premises without prior writtenauthori7ation of The Lodge at Bromley housekeeping instructional guide. 3uch confidentialinformation shall only be used for the benefit of The Lodge at Bromley housekeepinginstructional guide and its interests. *mployees will be re$uired to sign a confidentialityagreement, non4solicitation agreement and9or agreement not to compete containing such

pro!isions as The Lodge at Bromley housekeeping instructional guidedeems appropriate.

Employee 3nvestigations

The Lodge at Bromley housekeeping instructional guide recogni7es the importance of employees

who are honest, trustworthy, $ualified, and reliable. %or purposes of furthering these concerns

and interests, before hiring an indi!idual, The Lodge at Bromley housekeeping instructional

guide reser!es the right to in!estigate the indi!idual8s prior employment history, personal and9or

business references, educational background, and or other rele!ant information that is reasonably

a!ailable. "n hiring for certain positions, The Lodge at Bromley housekeeping instructional

guide may re!iew an applicant8s credit report and criminal background, if any. )onsistent with

these practices, all ob applicants will be asked to sign a Celease of "nformation Authori7ation,which will include a release of liability for disclosure of information by a third party. To thee/tent permitted by law, The Lodge at Bromley housekeeping instructional guide reser!es theright to e/clude any applicant from consideration for employment, where the applicant refuses to

sign the Celease of "nformation Authori7ation form as re$uested.

"n addition, The Lodge at Bromley housekeeping instructional guide may find it necessary from

time4to4time to in!estigate current employees, where beha!ior or other rele!ant circumstances

raise legitimate $uestions concerning work performance, reliability, honesty, trustworthiness, or

potential threat to the safety of co4employees or others. Where appropriate, these in!estigations

may include credit reports and criminal records, including appropriate in$uiries about any

criminal in!estigation or arrest that is pending further proceedings. *mployees subect to suchin!estigations are re$uired to reasonably cooperate with The Lodge at Bromley housekeeping

instructional guide to obtain rele!ant information, and may be subect to disciplinary action, up

to and including termination, for failure to do so.

All employees are strongly encouraged to immediately report any incidents of potentially

threatening, harmful, or criminal beha!ior of co4employees, super!isors, customers, clients,

!endors, or !isitors.

'orkplace ;iolence

The following are prohibited and will not be tolerated of any employee on The Lodge at Bromleyhousekeeping instructional guide premises or while on The Lodge at Bromley housekeepinginstructional guide business?

a. Any direct or indirect harassing, intimidating, abusi!e or threatening language,actions or beha!ior.

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b. Any direct or indirect plan, threat or act of !iolence, inury, death or property damage

&including, but not limited to fistfights, wrestling or other forms of physical fighting

with or without weapons'.c. #ossession, use or display of a weapon on company premises or while on company

business.

Any employee !iolating this policy will be subect to disciplinary action, up to and including

termination of employment.

0afety 2olicy

The Lodge at Bromley housekeeping instructional guide wants e!ery employee to enoy a safe

workplace. *mployees must comply with all safety rules and policies &and rules and policies ofclients when on client premises' and all re$uirements of +36A4 the +ccupational 3afety and

6ealth Act.

"n accordance with applicable law, The Lodge at Bromley housekeeping instructional guide hasestablished a safety committee to constitute and ha!e such duties as defined by applicable state

law. *mployee members of the safety committee will be paid for their time while attending

committee meetings or while otherwise engaged in committee duties. *mployees must complywith the inury pre!ention program adopted by the safety committee.

#lease obser!e The Lodge at Bromley housekeeping instructional guide safety rules in e!eryphase of your work, with particular emphasis on proper lifting techni$ues when handling hea!y

obects. Fou are re$uired to participate in the safety effort of The Lodge at Bromley

housekeeping instructional guide by working safely and attending safety sessions when offered."ncidents in!ol!ing personnel are re!iewed on a regular basis to identify safety ha7ards. "f you

should ha!e an incident or inury or obser!e an unsafe condition, report it to your super!isorimmediately, no matter how insignificant it may seem. Four particular ob re$uirements mayinclude additional specific safety guidelines, which you are re$uired to obser!e and practice with

no e/ceptions. Fou will not be subect to reprisal or retaliation for reporting unsafe conditions to

management or outside enforcement authorities.

The following guidelines ha!e been established as a part of The Lodge at Bromley housekeeping

instructional guides safety policy?

4 The safe way is the right way to do each ob. 3hortcuts are not the way.4 Gnow your ob procedures. "f in doubt, ask your super!isor.

4 +perate e$uipment only as authori7ed and with all safety guards in place.4 Ceport unsafe acts to your super!isor before someone is inured.

4 Ceport unsafe conditions immediately to your super!isor.

4 Ceport unsafe e$uipment to your super!isor right away. ;o not attempt repairs no

matter how skilled you feel you are.4 Ceport any incident right away 6even if no in


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4 At the scene of an incident, be helpful, courteous, and a!oid argument or discussion

of the situation. et your super!isor immediately &documenting conditions helps us

help you'.4 et medical aid e!en for small inuries. ;elay can make it worse.

4 Arri!e at work rested, clean, and in good health. Be able to gi!e full attention to your

ob.4 Ceport infections to your super!isor &which can be e!idenced by conditions such as?

skin eruption, boil, sore throat, !omiting, fe!er, etc.'.

4 "f you feel ill at work, report to your super!isor. et medical aid to protect yourselfand others. Geep health tests up to date.

4 %ollow guidelines for health in the pre!ention of communicable diseases. These

guidelines are for your health and safety and those with whom you work.

4 Warning signs help you pre!ent incidents. +bey themH Cemind others, too.4 "f using chemicals, read labels carefully to follow safety warnings, mi/ing

instructions, etc.

4 6orseplay is (+T allowed. #ractical okes can cause serious inury.

4 Fou are re$uired to obser!e all safety notices posted and any specific safetyre$uirements for your particular ob.

4 Diolent acts in the workplace, including threats and intimidation are (+T allowed.This includes all threats, !erbal or physical. Any such occurrences should beimmediately reported to management.

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Ha=ardous (hemicals

3ntroduction+36A de!eloped the ha7ard communication standard with the goal of reducing the chance of

chemically caused illnesses and inuries to workers by pro!iding you, as an employee, with

information regarding the ha7ards or chemicals you may be e/posed to in your work. Thestandard re$uires that we ha!e a written ha7ard communication program, which includesinformation on container labeling, aterial 3afety ;ata 3heets &3;3', and an employee4

training program.

Although the standard uses the word 886a7ardous88 to describe the chemicals in $uestion, it also

includes items we use e!eryday that many of you would not consider ha7ardous such as? motor

oil, coolants, paint, sol!ents, and glues. These items are commonly used, sometimes daily, and

rarely with any problems. 6owe!er, they should be treated as ha7ardous chemicals. Gnowingmore about chemicals we use will make you aware of potential problems and help reduce or

eliminate health and safety problems when you use these chemicals.

There are three areas you should be familiar with about chemical products to which you may be

e/posed?

4 )ontainer Labeling

4 Listing of )hemical #roducts in :se

4 aterial 3afety ;ata 3heets &3;3'

(ontainer Labeling

)hemical containers cannot be shipped from the manufacturers or distributors unless they areproperly labeled with the identity of the chemical. The label should tell you what chemical is in

the container, what ha7ard that chemical may present and name and address of the manufacturer.

Labels should not be defaced or remo!ed and no chemical shipments should be accepted, e!enon a trial basis, without the proper label.

When transferring chemicals from large containers to a smaller container a label should be

applied to the new container, unless the product is to be immediately and completely used by the

person who transferred the chemical, and he or she knows the new containers content and that

the transfer to the new container is appropriate.

The basic purpose of labeling re$uirements are to gi!e an immediate warning of the chemicalinside the container and to remind you that more detailed information is a!ailable from aterial

3afety ;ata 3heets. "f a chemical container has no label, immediately inform your super!isor so

that the contents can be labeled appropriately. ;o not use the contents of any container that doesnot ha!e a label.

(hemical 2roduct List

*ach obsite and office location has a list of chemical products used in our company8s operation.

This list is alphabeti7ed by product name and also by manufacturers name. 3hould you ha!e

$uestions on any of the chemicals on this list, you can re$uest a copy of the aterial ;ata 3afety

3heet for your information. ake your re$uest through your super!isor.

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*aterial afety Data heets 6*D7

These are technical bulletins prepared by companies who make chemicals. They should contain

the following information?

4 The identity of the chemical, including the chemical and common names.

4 #hysical and chemical characteristics of the chemical.4 Gnown acute and chronic health effects and related health information on the

chemical.

4 */posure limit.

4 Whether chemical is considered carcinogenic.

4 #recaution measures to take when using the product.

4 (ame and address of the person who prepared the information.

4 *mergency and first aid procedures.

The safe use of chemicals depends on8

4 Cecogni7ing the ha7ard? Gnow the product you are using, read the 3;3, becomefamiliar with precautions to be taken, and heed warnings by the manufacturer. :se

only in accordance with label instructions.4 *!aluating your use? Look at yourself and what you are trying to accomplish with the

chemical.

4 )ontrolling your e/posure? #ersonal protection should be used as recommended,

proper !entilation is re$uired, and follow appropriate storage re$uirements.

Always consider these three elements when working with any chemicals.

(hemical E>posure

The 3;3 should pro!ide information on chemical e/posure threshold limits and routes of

entry, as these terms are described below.

Threshold limits 4 6ow much of a product you can be e/posed to without it being ha7ardous.*/ample? fumes from sol!ents, adhesi!es, welding, etc. A small amount of fumes inhaled o!er ashort period of time may or may not affect you. A small amount breathed continually for Ehours a day or a 5


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"rritants I 3uch as sol!ents, do as they say, they irritate the skin or membranes and can cause

a rash or dermatitis. 3ensiti7ers I 3uch as epo/y and lac$uers, affect the ner!ous system, coordination, muscle

control, and thinking &brain'. To/ins I 3uch as carbon mono/ide, enter the blood stream and are carried to the brain and

ner!ous system. "n e/cessi!e amounts, will shut them down. )arcinogens I 3uch as asbestos fibers, are pro!en cancer causing to lungs and cell tissue.

(onclusion

6a7ard communication is common sense thinking about what you are doing, informing yourself,

preparing for the task, and taking the necessary precautions. What you do not know (# H/-T.)/" By knowing, checking the 3;3, e!aluating your use, and controlling your e/posure you

can make chemical products work for you successfully and safely.

During 'ork ctivities

Fou must obser!e and comply with the following?

1. :se )A:T"+( when lifting any item. A two4person team must handle packaged or

hea!y items. Lifting hea!y items re$uires a two4person lift. Cemember, lift with your

legs, not your backH :se assisti!e e$uipment, such as a dolly, when transporting hea!yobects. "f in doubt, consult your super!isor.

2. ;o not use any e/isting or new e$uipment that you ha!e not been trained to use.

0. +bser!e all safety precautions and9or manufacturers specifications prescribed for use ofe$uipment. Always consult your super!isor if in doubt.

5. All material handling will be in accordance with manufacturers specifications for

loading, unloading, and mo!ing. aterials stacking shall not e/ceed authori7ed heights

as prescribed by management, and no unbanded or non4interlocking materials may bestacked higher than can be safely reached while standing on the ground.

=. (o off4duty employee may perform any acti!ities, of any nature, on the employerspremises or with the employers e$uipment or goods.

. The )ompany re$uires of its employees a -no heroes policyH ;o not place yourself in

any situation that would compromise your safety or in any way would endanger you,

your co4workers, or others.5ire Emergency 2rocedures

The most fre$uent causes of fires are chemicals, grease, and careless smoking. "n these

conditions, a maor fire can be only three minutes away from the 88flasho!er88 "t is !ital that youutili7e the three maor tactics? -E0(/E, ()#53#E, #D LE-T?

4 %irst, -E0(/Eanyone in the immediate path of a fire.4 3econd, ()#53#E the fire. 3hut doors and9or windows in the room or area where

the fire is erupting. This will keep it from spreading into other areas, etc.4 Third, LE-T" :tili7e your fire alarm system to tell the fire department about the

fire.

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After you ha!e completed the abo!e steps, only then can you consider fighting the fire. ake

sure you use the correct e/tinguisher for the type of fire that you are fighting. ;o not place yoursafety in eopardy. "f you cannot C*3):*, )+(%"(* or AL*CT without unreasonable danger

or risk, then dontH

0evere 'eather

"n the e!ent of se!ere weather or a se!ere weather warning, take shelter in a designated se!ere

weather shelter. *nsure that you are aware of the location of designated shelter areas.

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E*2L).EE -E2)#3B3L3T3E

Hours of 'ork 0chedule

The hours of your scheduled work shift will largely be determined by the operational needs ofthe department in which you are assigned. 3ome departments will ha!e regular schedules,which rarely change from week to week, and other departments will ha!e schedules that !ary tomeet the needs of the department or The Lodge at Bromley housekeeping instructional guide. "fan employee has a specific schedule re$uest, efforts may be made to accommodate that re$uest,taking into account the operational needs of the department or The Lodge at Bromleyhousekeeping instructional guide as a whole. 6owe!er, in all e!ents, work schedule andschedule changes are determined at the sole discretion of the The Lodge at Bromleyhousekeeping instructional guide.

*!ery employee is responsible for knowing and following his or her work schedule, including,

but not limited to, reading the schedule and schedule updates or changes, knowing start and endtimes or workdays, shifts, and breaks, complying with such times, and knowing when meetingsare and attending such meetings on time. "t is your responsibility to, if applicable, clock in andout at the designated times on your schedule. Any desired schedule changes must recei!e priorappro!al from your super!isor.

ttendance and 2unctuality

When you accept a position with The Lodge at Bromley housekeeping instructional guide youassume obligations. +ne of those obligations is to perform the duties of your position during the

times specified. Fou are e/pected to be punctual and keep absences to a minimum. %ailure to

report, unustified or e/cessi!e absence or tardiness may result in discipline, up to and includingdischarge from employment. Additionally, punctuality and attendance are factors that may be

taken into account when determining promotions, salary increases and $ualification for other

benefits.

bsenteeism

Definition of bsence8 Absence is any time &other than tardiness described below' that you are

scheduled to work and you fail to be present at the designated work location for all of the

scheduled time or shift or if you fail to report to your workstation more than 1=minutes late. "tincludes time off for sickness, but does not include pre4appro!ed time off for !acation, or lea!es

of absence, or for designated holidays when you are not scheduled to work.

-eporting 2rocedure8 "n case of an absence, you must first notify your super!isor, department

manager or facility manager. (otification must be gi!en each day you do not report to work at

least one &1' hour prior to the beginning of your scheduled shift. "f you must be absent after you

report to work, notification must be gi!en when you first learn that you must lea!e work, but

&e/cept in an emergency' no later than one hour before you must lea!e work. "t is your

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responsibility to personally make the contact unless you are physically unable to do so, in which

case, you should ha!e someone else make the contact for you. Fou must gi!e the reason for your

absence and the e/pected date of your return.

+ne or more unreported or unustified absences within any 124month period may result in

disciplinary action, &up to and including termination of employment'. "f you are absent for 0consecuti!e days without reporting to work or contacting your super!isor, you will be considered

to ha!e !oluntarily resigned without notice at the end of the third day and your position may be

filled.

(ote? "f you can pro!ide an acceptable e/planation, this policy may not apply. 3uch e/planationmay re$uire substantiation and9or !erification from sources other than you.

E>cessive bsenteeism8 *!en if an absence is reported, you may be subect to disciplinary

action &up to and including termination of employment' if you miss work too often. */amples ofe/cessi!e absenteeism include, but are not limited to?

a. Twel!e full or partial days absent, consecuti!e or not, in any 124month period.

b. Three full or partial days absent, consecuti!e or not, in a 0


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b. Any tardiness on any fi!e days in any 04month period.

c. Any tardiness on any twel!e days in any 124month period.

(onduct

The maintenance of e/tremely high standards of honesty, integrity, performance and conduct is

essential to the proper performance of our business, the satisfaction of our clients and the

maintenance of our clients trust. The Lodge at Bromley housekeeping instructional guidee/pects its employees to ha!e careful regard for our standards and a!oid e!en the appearance of

dishonesty or misconduct. +ur employees are e/pected to conduct themsel!es at all times in a

professional and courteous manner, to e/ercise good udgment in the discharge of their

responsibilities, and to conduct themsel!es in a manner that can be supported by management.

Any misconduct or !iolation of the policies in this handbook or otherwise of The Lodge at

Bromley housekeeping instructional guide may result in disciplinary action up to and includingtermination of employment. %ollowing are e/amples of conduct that may result in such

disciplinary action?

1. :nsatisfactory or careless performance or neglect of duties.

2. %ailure to use or maintain The Lodge at Bromley housekeeping instructional

guide or client property in a proper manner.

0. Altering, remo!ing or destroying The Lodge at Bromley housekeeping

instructional guide or client records and9or property.

5. ;eliberate or careless damage to The Lodge at Bromley housekeeping

instructional guide or client property.

=. "nappropriate, malicious, disparaging or derogatory oral or written statements

concerning The Lodge at Bromley housekeeping instructional guide, or any of itsclients, employees or representati!es.

. %alsifying personal, client or The Lodge at Bromley housekeeping instructionalguide records, including any employment application or other employment

information, or any other records or documents related to the The Lodge at

Bromley housekeeping instructional guide, its business or any of its clients,

employees or representati!es.

>. */cessi!e tardiness, absenteeism or abuse of any paid time off policy.

E. %ailure to gi!e proper notice of an e/pected absence.

. ;ishonesty of any kind, including theft or misappropriation of property of The

Lodge at Bromley housekeeping instructional guide, its employees, or past,

current or prospecti!e clients or representati!es.1


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10. ;isrespect for management, or any super!isor or employee or client of The Lodge

at Bromley housekeeping instructional guide, including insubordination, failure to

perform any reasonable assignment, or obscene or abusi!e language or beha!ior.

15. Willful !iolation of 6"#AA pri!acy laws.

1=. Diolations of The Lodge at Bromley housekeeping instructional guide harassment

policy or any other form of unlawful or unethical conduct, harassment ordiscrimination.

1. +ff4duty or pre4employment conduct that reflects or may ad!ersely reflect on The

Lodge at Bromley housekeeping instructional guide if the employee were to

remain employed.

These e/amples are not all4inclusi!e, but merely illustrate the kind of conduct that may bedetrimental to The Lodge at Bromley housekeeping instructional guide, its clients or employees.

*mployees may be discharged or disciplined for conduct not specifically mentioned in this

handbook, as determined in the sole discretion of the The Lodge at Bromley housekeeping

instructional guide.

(ustomer -elations

As an employee, you make a maor contribution to our business growth. Four honesty, integrity,

and competence in performing your ob are necessary for customer satisfaction. Four ability to

de!elop positi!e customer relations is essential to our ob performance. "f your duties include a

support role, other employees should be treated as customers.

Dress (ode

A neat professional appearance is a re$uirement at The Lodge at Bromley housekeeping

instructional guide. "t is e/pected that all employees will e/ercise good udgment and dressappropriately for their obs. Any employee not dressed appropriately will be subect to discipline.

ppearance

Four personal appearance is an important part of the way you represent The Lodge at Bromleyhousekeeping instructional guide to the public. )ustomers form an opinion of The Lodge at

Bromley housekeeping instructional guide from your appearance and attitude. (eat and

conser!ati!e attire creates a fa!orable impression. #lease refrain from eating, smoking, or

chewing gum in the presence of customers. 3uch actions may be offensi!e to customers andportray an unacceptable image.

These are the factors you should consider?

1. aintaining the highest standards relating to personal hygiene, including regularbathing and use of deodorant, brushing of teeth and using mouthwash as necessary,maintaining clean hands and fingernails at all times and the moderate use ofcosmetics.

2. The nature of the work.0. 3afety considerations, such as necessary precautions when working near machinery.

1E


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5. The nature of the employee8s public contact, if any, and the normal e/pectations ofoutside parties with whom the employee will work.

=. The pre!ailing practices of other workers in similar obs.. The re$uirement of the The Lodge at Bromley housekeeping instructional guides

management that all employees are e/pected to e/ercise good udgment and dress

appropriately for their obs.>. Any bandage worn must be kept clean and changed as often as necessary orappropriate. An employee with an open sore or wound is not permitted to handleany food products and may be restricted from other acti!ities, especially in thehealth care area.

#lease note?Four particular ob may include more specific re$uirements, which will be pro!idedby your super!isor.

'ork rea

The Lodge at Bromley housekeeping instructional guide stri!es to make your working conditionsas pleasant as possible. We ask your cooperation in keeping your work area neat and companye$uipment in good working order. The need for repairs or adustments to mechanical e$uipment

should be reported immediately to your super!isor. 3ecure confidential work papers and

computer files away before lea!ing your office or work area for the day.

Telephone (ourtesy and /sage

A large portion of The Lodge at Bromley housekeeping instructional guide business is conducted

o!er the telephone. All telephone calls, whether from customers, fellow employees, or outsidebusiness associates should be handled promptly and courteously.

Fou may make necessary local personal telephone calls during the workday as long as they do

not interfere with daily business or your performance of your work. #ersonal calls must be shortin duration and !ery limited in number. #ersonal long distance telephone calls generally are not

permitted. Four super!isor must appro!e long distance telephone calls in ad!ance and payment

arrangements must be made prior to placing the call.

#lease make note that all telephone calls are subect to monitoring for training, or other The

Lodge at Bromley housekeeping instructional guide purposes.

/se of The Lodge at Bromley housekeeping instructional guide E4uipment

*$uipment and resources such as copier, fa/, computers, laptops, smart phones, postage

machines, e4mail, internet access, telephone, pagers, and !oice mail systems are in place to

facilitate effecti!e day4to4day business operations. *mployees may not use The Lodge at

Bromley housekeeping instructional guide e$uipment or resources for personal use or benefit

without prior super!isor appro!al.

1


20/27


21/27

To a!oid a conflict of interest between what8s good for our customers and what might be

personally ad!antageous for an employee, we ha!e set the following policy on accepting gifts?

1. 3amples, T4shirts, hats, and desk accessories may by accepted, up to a total estimated!alue of all gifts from a particular customer or !ender at one time of J1=.


22/27

whether any work or interest constitutes a !iolation of this policy. Before you begin to directly

or indirectly work for, assist or own an interest in any other business or !enture other than The

Lodge at Bromley housekeeping instructional guide, you must notify your super!isor.

0upervisors

Kuestions about your ob, pay, benefits, relations with your co4worker, policies and proceduresor The Lodge at Bromley housekeeping instructional guidein general should be directed to yoursuper!isor. Look to your super!isor for guidance and seek his9her assistance when youencounter difficulties. )ooperation and communication with your super!isor will promote a

mutually beneficial work en!ironment.

*ach employee must follow the directions of his9her super!isor. Four super!isor is responsible

for directing your work throughout your shift@ e!aluating your performance, pro!iding

instruction and guidance in your ob, and taking any disciplinary action that may be necessary@

though others at The Lodge at Bromley housekeeping instructional guide from time to time also

may e/ercise one or more of these responsibilities. ;isrespect of management or a super!isor, ordisregard of the authority of either, will not be tolerated and may result in disciplinary action, up

to and including termination of employment.

22


23/27

+E#E-L 2.-)LL 3#5)-*T3)#

Employment (ategories and (lassifications

*ach employee is categori7ed as either e/empt or non4e/empt. Ask your super!isor if you are notcertain of your classification.

Non-Exempt employees are entitled to o!ertime pay. +!ertime pay is paid to non4e/empt

employees at the rate of one and one4half times the employees regular hourly rate of pay foreach hour or portion of an hour &rounded to the nearest tenth of an hour' worked in e/cess of .

%or this purpose, the workweek begins at 12?


24/27

2ayroll

;ifferent categories of employees are paid on different schedules. ost The Lodge at Bromley

housekeeping instructional guide employees are paid on a weekly basis e!ery thursday.

"n addition, direct deposit of your payroll check is a!ailable and is strongly suggested.#lease contact your super!isor with any $uestions concerning the payroll process and your pay.

2ayroll Deductions

)ertain deductions are re$uired by law to be taken from e!eryones pay while others are

employee authori7ed. ;eductions re$uired by law include federal withholding ta/, social

security and edicare contributions, and in most states, state withholding ta/. ;eductions from

pay also will be made in accordance with any legally binding order or garnishment. *mployees

also may !oluntarily elect to make certain deductions from pay for certain employee benefits

offered from time to time by The Lodge at Bromley housekeeping instructional guide. *mployeeauthori7ed deductions are those which may include premium payments for benefits.

2erformance -evie%s

Four performance is re!iewed in writing by your super!isor at least annually. "t may also be

re!iewed at any time at your super!isors discretion or upon your re$uest. The re!iews are

designed to pro!ide an opportunity to discuss your position, re!iew performance, and set goals

and obecti!es for future performance. Any adustments to compensation are made based on a

number of considerations, including performance.

enerally, your compensation is re!iewed in conunction with your annual re!iew. orefre$uent e!aluations do not include a re!iew of, or adustments to, compensation.

(hange of 2ersonal 0tatus

(otify your super!isor or )lient 3upport ;epartment of any changes in your name, address,

telephone number, or marital status. This insures your benefit and employment records are

current.

25


25/27

BE#E53T

#)TE8 ny benefits or benefit plans described in these policies are convenient summaries

only" n employee@s eligibility for or rights to any benefits %ill be sub


26/27

E*2L).EE H#DB)) (#)'LED+E*E#T 5)-*

By my signature below, " acknowledge that " ha!e recei!ed and read the *mployee 6andbook for

The Lodge at Bromley housekeeping instructional guide, that " ha!e been gi!en the ade$uate

opportunity to ask $uestions and recei!e clarification, regarding the policies and procedures setforth in the *mployee 6andbook, and that " understand its contents.

" understand that " am re$uired to abide by, and agree to abide by, The Lodge at Bromley

housekeeping instructional guides policies as set forth in the 6andbook or as otherwise adopted

or implemented by -company from time to time. " understand that there may be other policiesor procedures in effect at The Lodge at Bromley housekeeping instructional guide from time to

time that are not included in the *mployee 6andbook, and " agree to abide by those policies and

procedures.

:nless otherwise agreed in writing by the )hief */ecuti!e +fficer, )hief +perating +fficer, or

)hief %inancial +fficer of The Lodge at Bromley housekeeping instructional guide &or adesignee of any such +fficer', " understand that " ha!e no contract of employment with TheLodge at Bromley housekeeping instructional guide for any definite period of time, either oral or

written, and that either " or The Lodge at Bromley housekeeping instructional guide may

terminate my employment at any time with or without cause or notice. " understand that " am an-at will employee of The Lodge at Bromley housekeeping instructional guide and that no agent

or employee of The Lodge at Bromley housekeeping instructional guide, other than the officers

listed in the preceding sentence has any authority to alter or make any agreement other than the-at will relationship. " understand that neither this handbook nor any pro!ision herein

constitutes an employment contract, an offer to enter a contract of employment or part of an

employment contract, or confers any contract rights.

" understand that The Lodge at Bromley housekeeping instructional guide may rescind, modify,

change, or de!iate from the *mployee 6andbook or any of its policies or procedures at any time,

and any such rescission, modification, change, or de!iation may become effecti!e regardlesswhether the *mployee 6andbook has been re!ised or " ha!e been notified.

" understand that this signed acknowledgement will be inserted in my personnel file.

;ate

*mployee 3ignature

#rint *mployee (ame

1


27/27

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DAA6/$ &1AT$/0/ 8)*C4UD)*6, &)T1UT 4))TAT)*, DAA6/$ + 4$$ ++)T$, 7U$)*/$$ )*T/UT)*, 4$$ + )*+AT)*9 A)$)*6 UT + T1/ U$/ + )*A7)4)T2 T U$/ T1/ AT/)A4$, /0/* )+ DC$TC 1A$ 7//* AD0)$/D + T1/ $$)7)4)T2+ $UC1 DAA6/$.2our use of this document is deemed to be your agreement to the foregoing and that you have read and

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