your independent grocer...most of our customers remember the days of the small corner grocery store...
TRANSCRIPT
1
“THE COMPLETE GROCERY STORE”
YOUR INDEPENDENT GROCER
EMPLOYEE HANDBOOK
JANUARY, 2019
i
Table of Contents I. INTRODUCTION............................................................................................................. 1
A. Our Goals ................................................................................................................ 1 B. Handbook Purpose/Employment Relationship ....................................................... 2
II. COURTESY AND SERVICE .......................................................................................... 4
A. Courtesy and Service .............................................................................................. 4
B. How to Treat a Customer ........................................................................................ 4 C. Why Is Customer Service So Important?................................................................ 5 D. Know Your Store .................................................................................................... 5 E. Advertising Guarantee ............................................................................................ 6
F. General Service Policy ............................................................................................ 6 G. Carryout Service ..................................................................................................... 6
H. Checkout Service .................................................................................................... 6 I. Full Cart Service ..................................................................................................... 6
J. Breakage by the Customer in the Store................................................................... 7 K. Breakage by the Customer in the Parking Lot ........................................................ 7 L. Cash and Carry ........................................................................................................ 7
M. Cleanliness and Sanitation ...................................................................................... 7 N. Coupons .................................................................................................................. 7
O. Donations ................................................................................................................ 8 P. Food Stamps/WIC Customers................................................................................. 8 Q. Lost and Found ....................................................................................................... 8
R. Meat and Produce Department Service................................................................... 8
S. Shirt or Shoe Rules ................................................................................................. 8 T. Special Services ...................................................................................................... 8 U. Tips and Gratuities .................................................................................................. 8
V. Weights and Measures ............................................................................................ 9 W. Wrong Price ............................................................................................................ 9
X. The Commandments of Good business .................................................................. 9
III. EMPLOYMENT ............................................................................................................... 9
A. Conflicts of Interest................................................................................................. 9 B. Employee Relations .............................................................................................. 10 C. Equal Employment Opportunity ........................................................................... 10 D. Accommodation Policy ......................................................................................... 11 E. Confidentiality ...................................................................................................... 11
F. Outside Employment ............................................................................................ 12
IV. EMPLOYMENT STATUS AND RECORDS .............................................................. 12
A. Employment Applications .................................................................................... 12 B. Employment Categories ........................................................................................ 12 C. New Employee Orientation................................................................................... 13 D. Performance Reviews ........................................................................................... 13 E. Personnel Records/Confidentiality ....................................................................... 14
ii
F. Promotions and Transfers ..................................................................................... 14 G. Termination of Employment ................................................................................. 14
V. EMPLOYEE RESPONSIBILITIES ............................................................................. 15
A. Alcohol and Drug Use .......................................................................................... 15 B. Testing of Employees ........................................................................................... 16 C. Attendance and Punctuality .................................................................................. 18 D. Computer, Internet and E-Mail Usage (Electronic Systems) ................................ 19
E. Employee Conduct and Work Rules ..................................................................... 19 F. Honesty and Integrity ............................................................................................ 22 G. Personal Appearance and Cleanliness .................................................................. 23 H. Problem Resolution ............................................................................................... 25 I. Safety and Incident Reporting .............................................................................. 25
J. Employees Who Get Hurt On The Job ................................................................. 26 K. Non-Discrimination and Anti-Harassment Policy ................................................ 26
L. Workplace Violence Prevention ........................................................................... 29 M. No Solicitation/No Distribution ............................................................................ 30
N. Searches and Investigations .................................................................................. 30 O. Social Networking/Social Media .......................................................................... 31
VI. COMPENSATION ......................................................................................................... 33
A. Pay Period/Payday ................................................................................................ 33 B. Rest and Meal Periods .......................................................................................... 33
C. Timekeeping ......................................................................................................... 33 D. Work Schedule ...................................................................................................... 34 E. Work Week ........................................................................................................... 34
VII. EMPLOYEE BENEFITS ............................................................................................... 34
A. Employee Benefits ................................................................................................ 34
B. Holiday and Sundays ............................................................................................ 35 C. Leaves of Absence ................................................................................................ 35
D. Paid Time Off (PTO) ............................................................................................ 48
VIII. GENERAL INFORMATION ............................................................................ 49
A. Advertising, Promotions, Games and Contests..................................................... 49
B. Bulletin Boards ..................................................................................................... 49 C. Company Keys ...................................................................................................... 49 D. Eating In Store ...................................................................................................... 50
E. Emergency Closings ............................................................................................. 50
F. Employee Facilities ............................................................................................... 50 G. Employee Parking ................................................................................................. 50 H. Employee Purchases ............................................................................................. 51 I. Entering and Leaving ............................................................................................ 51 J. Smoking ................................................................................................................ 52
K. Suggestions ........................................................................................................... 52 L. Use Of Company Telephone/Cell Phones/Pagers And Mail Systems .................. 52
M. Visitors .................................................................................................................. 53
iii
N. Personal Relationships At Work ........................................................................... 53
IX. SPECIAL WORK INSTRUCTIONS ............................................................................ 53
A. Bagging and Stocking Responsibilities ................................................................ 53 B. Bagmanship........................................................................................................... 54 C. Cashier Responsibilities ........................................................................................ 55 D. Check Cashing Policy ........................................................................................... 56 E. Liquor And Tobacco Sales Policy ........................................................................ 56
F. Damaged Merchandise - Free Samples................................................................. 57 G. Vendor Check-In Procedure And Back Door Security ......................................... 57 H. Emergencies .......................................................................................................... 58 I. General Security of Information ........................................................................... 59
X. CERTIFICATE OF RECEIPT ..................................................................................... 64
I. INTRODUCTION
A. Our Goals
.To provide our customer with top quality merchandise
and excellent service, at the lowest possible price.
.To maintain a safe and sanitary work environment.
.To work for growth and expansion to help assure a
secure future and to create opportunities for promotion
and advancement.
.To contribute to the welfare of the community in which
we do business.
.To earn a reasonable profit as a return on our
investment.
All of these aspects of doing business at Berkot’s Super
Foods, also referred to in this Handbook simply as
“Berkot’s”, have but one simple goal…To provide the
customer the best of everything!
2
B. Handbook Purpose/Employment Relationship
This employee handbook is designed to inform you about our policies, practices and
benefits and will serve to help you as a member of our family, to feel at home and to understand
your responsibilities to Berkot’s Super Foods and our responsibilities to you. Also, we hope you
will use these pages as a ready reference.
These policies are adopted to give direction, to establish fair relationships, and in general
to promote an atmosphere of responsible freedom within our organization. In addition, each
department has policies and procedures, which are to be observed by its personnel. The guiding
principle behind these policies is the recognition of individual rights and reciprocal duties.
The policies contained in this handbook apply to all Berkot’s employees, but:
THIS HANDBOOK IS NOT A CONTRACT, AND NOTHING CONTAINED IN THIS
HANDBOOK IS AN ENFORCEABLE PROMISE OF ANY KIND. RATHER, THIS
HANDBOOK WAS DESIGNED FOR YOUR CONVENIENCE TO TELL YOU ABOUT THE
CURRENT POLICIES, BENEFITS, RULES AND PROCEDURES THAT APPLY TO OUR
OPERATION. IT IS INTENDED SOLELY FOR INFORMATIONAL PURPOSES. THIS
HANDBOOK AND THE POLICIES AND STATEMENTS IT CONTAINS MAY BE REVISED
BY THE COMPANY AT ANY TIME, FOR ANY REASON, WITHOUT PRIOR NOTICE.
THIS HANDBOOK SUPERSEDES AND/OR MODIFIES ANY AND ALL PRE-
EXISTING HANDBOOKS, RULES BENEFITS, POLICIES AND PROCEDURES WHETHER
WRITTEN OR OTHERWISE. IN THE EVENT OF A CONFLICT BETWEEN THE TERMS
OF THIS HANDBOOK AND ANY OTHER PRIOR RULES, BENEFITS, POLICIES OR
PROCEDURES, THE TERMS SET FORTH IN THIS HANDBOOK WILL GOVERN. WHEN
A BENEFIT IS GOVERNED BY A PLAN DOCUMENT AND/OR ERISA, THE PLAN
DOCUMENT AND/OR ERISA SHALL GOVERN.
YOUR EMPLOYMENT WITH BERKOT’S IS CONSIDERED “AT WILL,” WHICH
MEANS THAT YOUR EMPLOYMENT HAS NO DEFINITE TERM. YOU MAY
TERMINATE YOUR EMPLOYMENT AT ANY TIME, WITH OUR WITHOUT CAUSE, AND
WITH OR WITHOUT NOTICE, AND THE COMPANY HAS THE SAME RIGHT. NO
REPRESENTATIVE OF THE COMPANY, OTHER THAN ONE OF THE OFFICERS OF THE
COMPANY HAS ANY AUTHORITY, AT ANY TIME, TO ENTER INTO ANY AGREEMENT
OF EMPLOYMENT FOR ANY SPECIFIED PERIOD OF TIME, OR TO ASSURE ANY
SALARY, BENEFITS, OR OTHER TERMS OR CONDITIONS OF EMPLOYMENT, OR TO
MAKE ANY AGREEMENT RELATING TO YOUR EMPLOYMENT. IN ORDER TO VALID,
ANY SUCH AGREEMENT MUST BE IN WRITING AND SIGNED BOTH BY ONE OF THE
OFFICERS OF THE COMPANY. THIS POLICY SUPERSEDES ANY OTHER
COMMUNICATION, ASSURANCE OR PROMISE WHICH MAY HAVE BEEN MADE TO
YOU AT ANY TIME, WHETHER ORAL OR WRITTEN.
Read through these policies carefully, and retain this handbook for future reference. From
time to time, you may receive updated information concerning policy changes. Copies of the most
3
current version of the EMPLOYEE HANDBOOK are also available for your inspection at all
Berkot’s Super Food Stores.
If you have any questions about this information, please contact your Department Head,
Store Manager or the Corporate Human Resource Office.
4
II. COURTESY AND SERVICE
A. Courtesy and Service
No matter what your job at Berkot’s Super Foods might be, your primary responsibility
can be described in two words ……. CUSTOMER SERVICE. Whatever you do should be done
for the satisfaction of our customers.
Customers judge a store, more than any other way, by the manner in which employees treat
them – how employees conduct themselves and how friendly they are. To your customer, you are
the store. Your attitude and ability will determine whether they have an enjoyable or an extremely
trying shopping experience. If we remember that every customer who comes into our store is
entitled to the same courteous treatment if we would have a guest in our home, then most of the
following is not necessary, but as a reminder:
The moment a customer steps into our store or into our department, we lay down the
welcome mat. “Good Afternoon, Sir” or “Good Morning, Mrs. Brown” is the friendly greeting
that makes everyone feel at home. People are flattered when you know their name and use it.
Every customer needs a friendly greeting, and we never fail to give it. If you can’t answer a
question, don’t say “I don’t know”; say “I’ll find out”, and find out immediately.
If a customer needs help locating anything in the store, help them or see to it that they get
help. Do not send them on a wild goose chase alone; take them to the item that they are inquiring
about. If circumstances do not allow you to personally take a customer to an item location,
(perhaps you are working the front end alone, or cannot leave your cash register unattended, etc.),
give the customer clear directions to where the item is located, such as, “You’ll find it in Aisle 6,
in the middle, on the right hand side.”
Do your best to see that our customers are served efficiently, quickly and courteously.
Smile and say Thank You.
B. How to Treat a Customer
A customer should be treated as a guest of Berkot’s, a welcome guest! A pleasant greeting
and a smile work wonders. Furthermore, it is highly desirable to call every customer by name.
People are always flattered when you remember their names. All of us should make a real effort
to remember and use customers’ names. A good impression is a lasting impression!
Listed below are additional suggestions that will help you develop customer
goodwill:
• Most important! Greet and recognize the customer immediately. If you are involved with
another customer, give assurance of prompt service.
• Be obliging about even minor requests by customers. Do favors gladly, not grudgingly.
• Listen attentively to problems and sincerely try to solve them. Do not appear to be bored.
5
• Use patience and tact in explaining our official policy.
• Do not present your opinions as being better than those of the customer. Be suggestive in
selling.
• Be open-minded. Eliminate prejudice from your thinking.
• Avoid giving a flat “no” when merchandise requested is out of stock. Offer to inquire on
arrival time of new stock.
• Close a sale by thanking the customer. “Have a nice day.” “See you again.” or any other
closing greeting which will make the customer feel you care.
• Use direct eye contact at all times when you are greeting, conversing or saying good-bye.
Eye contact makes the customer feel they have your interest and attention.
• Our telephone is extremely important to our customer relations image. We ask that the
telephone be answered, always by the third ring, in a friendly voice, “Thank You for calling
Berkot’s, (your name) speaking how may I help you?”
C. Why Is Customer Service So Important?
Most of our customers remember the days of the small corner grocery store … and all the
warm personal attention that type of store could offer. Even in your own shopping experience,
you know how pleasurable it is when a clerk calls you by name, asks about your children, or even
remembers the particular brands you buy. In the development of supermarkets, much of that old
fashioned personal contact has been lost. But customers never forget it and never stop seeking it.
We must do our very best to treat each customer with respect and friendliness to make them feel
at home, and to help them in every way possible. These are the courtesies which will prevent our
customers from ever thinking of our store as the usual, cold, indifferent supermarket. And your
reward will come on that fine day when some nice family stops to tell you that you are one of the
reasons they shop here.
D. Know Your Store
You will be better equipped to serve customers if you get to know every product and service
your store offers and how and where to find them. Check the employee bulletin board daily so
you will know what is going on in the store and in the Company. Be familiar with the entire
weekly advertisements so that you will know what we are offering to our customers.
Be obliging about even minor requests by customers. Do favors gladly.
Remember, when customers ask where an item is, show them. Do not just tell them where
it is.
If we are out of any item, inquire on arrival time of new stock. If the item is an advertised
special, direct them to the person who can give them a rain check for that particular item.
6
E. Advertising Guarantee
Berkot’s makes every effort to have sufficient stock of advertised items. If an advertised
item is temporarily out of stock, suggest that the customer take a rain check for that specific item.
Advise the customer that rain checks are available from Customer Service Desk.
This policy would not apply if it is advertised that we only have limited quantities of a sale
priced item. When the product is depleted, the sale has actually ended.
F. General Service Policy
All Berkot’s customers, regardless of race, color, religion, sex, national origin, age or
disability, are to receive efficient, friendly and courteous service.
We want to provide the best service possible. For example, if a customer wants steaks cut
thicker or thinner, we still do this at no charge. You are expected to fulfill whatever service a
customer desires, even if there is an additional cost to the Company.
Whenever you have a question regarding customer service or requests, ask your Manager.
Remember, service is the keystone to our continued success.
G. Carryout Service
Carry out service is an important service which we offer to all customers.
When loading the packages into the customer’s car, place the order on the floor between
the front and rear seats – unless the customer instructs you otherwise. If there are eggs or other
fragile items in the order it is better to take them out of the bag and lay them on the seat.
As this is the customer’s last contact with our store, it is the most important. ALWAYS
thank the customer after you have put the groceries in the car!
Bring in any carts left in the lot and outside near the entrance to the cart room. Never leave
carts outside that you have used for a carryout.
H. Checkout Service
While customers are in line, a checkout lane is NEVER to be closed. If scheduled to close
a lane, you should finish with the customers in line or wait until another employee replaces you.
I. Full Cart Service
When you see a customer in the store who has a full cart of merchandise and is still
shopping, WITHOUT asking the customer, give them an empty cart, and say “I’ll push this cart
up to the check stands for you.” Be sure the customer takes any personal belongings. Proceed to
place two or three items from the full cart into the empty cart.
7
J. Breakage by the Customer in the Store
Berkot’s will absorb the loss of any breakage of merchandise by a customer in our stores,
if we are made aware of the problem. When breakage occurs, approach the customer and tell the
person not to worry. Be sure to replace the item and assure the person that there is no charge for
the broken product. After the customer continues shopping or leaves, you should immediately
clean up the breakage.
This policy does not apply to merchandise or equipment that is broken or damaged by
obvious acts of vandalism, rowdiness, or horseplay. Such incidents, if observed, should be
promptly reported to your Store Manager or Grocery Manager, who will take appropriate action.
If a customer suffers any personal injury or property damage, contact the Store Manager
or refer the customer to the Store Manager. Do Not make any statements or comments about the
condition of the store or any other potential cause of an accident. Such statements are speculative
and could prove to be inaccurate.
K. Breakage by the Customer in the Parking Lot
Merchandise accidentally broken in the parking lot will be replaced for free, if we are aware
of the breakage at the time it happens. If you witness breakage in the parking lot, you should
immediately advise the customer of our policy, return to the store, replace the broken item, check
it out with the person in charge, and then take it to the customer. After doing so you are responsible
for cleaning up the breakage.
The same procedures apply regarding vandalism, personal property damage and personal
injury as with in-store breakage.
L. Cash and Carry
It is Berkot’s policy to operate our stores on a cash and carry basis. Any charge
(merchandise placed on account) requires the written approval of the Accounting Department.
M. Cleanliness and Sanitation
Customers will shop at a particular store over another because of the overall appearance of
the store. A clean and sanitary store will attract customers and encourage them to come back.
All employees have the responsibility of keeping the store uncluttered and clean. Berkot’s
employees are asked to keep aisles clear and pick up trash whenever they see it, including trash in
the parking lot.
N. Coupons
When taking coupons, remember that the customer MUST purchase the item shown on the
coupon. Be sure the size is the one shown on the coupon and the coupon has not expired. This
policy applies to both manufacturer coupons as well as in store coupons.
8
O. Donations
Requests for donations to various charitable organizations must always be referred to the
Customer Service Desk where a Donation Request form can be filled out.
P. Food Stamps/WIC Customers
All Berkot’s customers are to be treated with dignity and respect. Berkot’s Super Foods
accepts Illinois and Indiana Link Cards from any eligible customer. Employees must adhere to all
established guidelines governing these programs. Violation of Link Card regulations will result
in disciplinary action up to and including termination of employment.
Q. Lost and Found
Items or money that may have been accidentally dropped or left anywhere in the store or
store premises should be taken immediately to the Customer Service Desk. Customers are directed
to the Customer Service Desk to retrieve lost items. The person who found it may claim any item
that is found but not claimed in a two-week period.
R. Meat and Produce Department Service
It is our policy to fill all customer requests for merchandise in different quantities than
offered in our prepackaged self-service display cases.
S. Shirt or Shoe Rules
It is store policy that customers wear a shirt and shoes. If a customer enters the store
without a shirt and/or shoes, the Store Manager or Manager in charge should be immediately
notified. Employees should not confront the customer. The Store Manager or Manager in charge
will remind the customer of the shirt/shoes rules.
T. Special Services
Berkot’s considers it an opportunity to fulfill any special requests a customer may have,
and we take pride in offering special services and accommodating special customer needs. We
have built our business and reputation on sound quality and service and we will continue to be
successful by serving our customers in a helpful and friendly manner. It is important that we honor
all requests whenever possible. It is essential that employees be familiar with Berkot’s various
products and services so that we can maximize the opportunity of customer satisfaction.
U. Tips and Gratuities
We advertise that Berkot’s is a total service market and that all such service is FREE. Our
customers shop here to save money. Employees are not permitted to solicit or accept tips of
any size. Our suggested response is, “The best tip you could give me would be to shop again at
our store” or comment on our website at www.berkotfoods.com”.
9
V. Weights and Measures
True weights, measures and counts are to be given to all customers at all times. Examples
include 16 ounces to the pound, 12 to a dozen, etc. There should be no variations one way or
another.
W. Wrong Price
It is firm Company policy that all merchandise be priced accurately. This eliminates delay
and confusion for our customers and employees at the checkout counter. If an item price is
missing, unclear or questionable, a price check should be done. If there is a pricing error after a
price check is completed, a pricing error form should be completed and the in-store pricing
department should be notified immediately.
X. The Commandments of Good business
A CUSTOMER is the most important person in any business.
A CUSTOMER is not dependent on us – we are dependent on them.
A CUSTOMER is not an interruption of our work – they are the purpose of it.
A CUSTOMER does us a favor when they call – we are not doing them a favor by serving
them.
A CUSTOMER is not a cold statistic – they are a flesh-and-blood human being with
feelings and emotions like our own.
A CUSTOMER is deserving of the most courteous and attentive treatment we can give
them.
A CUSTOMER is the life-blood of this and every other business.
III. EMPLOYMENT
A. Conflicts of Interest
Berkot’s Super Foods believes that employees have an obligation to conduct business
within guidelines that prohibit actual or potential conflicts of interest.
Actual or potential conflicts of interest occur when an employee is in a position to influence
a decision that may result in a personal gain for that employee or for a relative as a result of the
Berkot’s business dealings. For this policy, a “relative” is defined as any person who is related by
blood or marriage, or whose relationship with the employee is similar to that of persons who are
related by blood or marriage.
No “presumption of guilt” is created by the mere existence of a relationship with outside
firms. However, if employees have any influence on transactions involving purchases, contracts,
or leases, it is imperative they disclose to an officer of Berkot’s as soon as possible the existence
10
of any actual or potential conflict of interest so that safeguards can be established to protect all
parties.
Personal gain may result not only in cases where an employee or relative has a significant
ownership in a firm with which Berkot’s does business, but also when an employee or relative
receives any kickback, bribe, or substantial gift or special consideration as a result of any
transaction or business dealings involving Berkot’s.
B. Employee Relations
Berkot’s Super Foods believes that the work conditions, wages and benefits it offers to its
employees are competitive with those offered by other employers in this area and in this industry.
If an employee has concerns about work conditions or compensation, he/she is strongly
encouraged to voice these concerns directly to his/her immediate supervisor, Department Head or
Store Manager.
Our experience has shown that when employees deal openly and directly with supervisors,
the work environment can be excellent, communications can be clear, and attitudes can be positive.
We believe that Berkot’s amply demonstrates its commitment to employees by responding
effectively to employee concerns.
Employees are encouraged to express their opinions, questions and concerns regarding
their employment or policy issues on our website at www.berkotfoods.com or anonymously on
the employee survey at our website.
Employees are assured that there will be no reprisal resulting from utilizing this
communication venue.
Employees should also be familiar with the Problem Resolution Policy and Procedure
outlined on page 25 of this handbook.
C. Equal Employment Opportunity
Berkot’s Super Foods is an equal opportunity employer. Employment decisions are based
on merit, qualifications and abilities. Berkot’s employment practices are not influenced or affected
by race, color, religion, sex, sexual orientation, national origin, age, ancestry, disability which does
not preclude a person from performing the essential functions of the position with or without a
reasonable accommodation, veteran status, marital or civil union status, genetic information,
pregnancy or any other status protected by law.
Questions or concerns about discrimination in the workplace should be handled in
accordance with the complaint procedures set forth in Section (V)(K) below. Concerns can be
raised without fear of reprisal.
Persons found to be engaging in any type of unlawful discrimination will be subject to
disciplinary action, up to and including termination of employment.
11
D. Accommodation Policy
The Company is committed to complying with all applicable provisions of the Americans
With Disabilities Act (“ADA”), including the ADA Amendments Act (“ADAAA”), and other laws
protecting qualified (applicants and employees) because of a person’s disability and/or those
affected by pregnancy, childbirth, or medical conditions related to pregnancy or child birth. It is
the Company's policy not to discriminate against any qualified applicant or employee with regard
to any terms or conditions of employment because of that person’s disability or pregnancy or
pregnancy related condition. The Company will also provide reasonable accommodations to
qualified persons who have made the Company aware of his or her disability or accommodation
need, provided that such accommodation does not constitute an undue hardship on the Company.
Persons who believe they need a reasonable accommodation to perform the essential
functions of their job should promptly notify their Store Manager or a Human Resources
Representative, in writing, outlining the requested accommodation. The Company encourages
those with possible accommodation needs persons to promptly come forward and request a
reasonable accommodation.
In addition, in accordance with this policy, the Company will consider reasonable
accommodation requests for an individual’s observance of religious holidays and sincerely held
religious beliefs.
Procedure for Requesting an Accommodation
Upon receipt of a written accommodation request, a Human Resources Representative, or
the Store Manager will meet with you to discuss and determine effective reasonable
accommodations, if any.
Anyone who has questions regarding this policy or believes that he or she has been
discriminated against, denied an accommodation(s), or not properly treated consistent with
applicable law or this policy is encouraged to and should promptly notify the President of
Berkot’s. All such inquiries or complaints will be treated as confidential to the extent possible.
E. Confidentiality
The protection of confidential business information is vital to the interests and the success
of Berkot’s Super Foods. Such confidential information includes, but is not limited to, the
following examples: Company financial information, pending projects and proposals, annual
goals, strategic planning information, or other non-public proprietary information.
For the protection of all of us whose livelihood depends upon the Company, everyone is
expected not to disclose confidential information to anyone outside the Company, either during
employment, or after employment with us ends. This includes any proprietary or confidential
information or business secret of the Company, pertaining to such matters as the business or
operations of the Company, or any methods of doing business. Anyone who leaves employment
for any reason is expect to promptly return to the Company any and all notes, plans, computer
files, or other records, reports, proposals, information and reproductions of any of the same, which
12
relate in any way to the Company’s operations, business assets, plans or strategies, or any of the
items described in this policy concerning confidentiality.
Employees must also comply with the Berkot’s General Security of Information policies
set forth in this Handbook in Section IX (I).
Employees who improperly disclose confidential business information will be subject to
disciplinary action, up to and including termination of employment, even if they do not actually
benefit from the disclosed information.
F. Outside Employment
An employee of Berkot’s Super Foods may hold a job with another organization as long as
he or she satisfactorily performs his or her job responsibilities with Berkot’s. All employees are
judged by the same performance standards and are subject to the scheduling demands of Berkot’s,
regardless of any existing outside work requirements.
Employees are asked about outside employment obligations at the time of hire. It is also
requested that employees consult with their supervisor prior to accepting any outside employment
while employed at Berkot’s to ensure that the outside work will not interfere with Berkot’s job
performance, scheduling, or present a potential conflict of interest.
IV. EMPLOYMENT STATUS AND RECORDS
A. Employment Applications
Berkot’s Super Foods relies upon the accuracy of information contained in the employment
application, as well as the accuracy of other data presented throughout the hiring process and
employment. Any misrepresentations, falsifications, or material omissions in any of this
information or data may result in the exclusion of the individual from further consideration for
employment or, if the person has been hired, termination of employment.
B. Employment Categories
It is the intent of Berkot’s Super Foods to clarify the definitions of employment
classifications so employees understand their employment status and benefit eligibility. These
classifications do not guarantee employment for any specified period of time. Accordingly, the
right to terminate the employment relationship at-will at any time is retained by both the employee
and the Company.
DEFINITIONS:
REGULAR FULL-TIME employees are regularly scheduled to work a minimum of thirty-five
(35) hours or more per week and are eligible for all fringe benefits.
REGULAR PART-TIME employees are regularly scheduled to work less than thirty-five (35)
hours per week. Regular part-time employees are eligible for some fringe benefits.
13
Benefit eligibility requirements for both regular full-time and regular part-time employees are
defined in the policy statement for each Berkot’s fringe benefit and in the various benefit summary
plan descriptions. Eligibility for health insurance shall be governed by the minimum numbers of
hours worked per week as required by the Affordable Care Act.
TEMPORARY employees are hired as interim replacements, to temporarily supplement the work
force, or to assist in the completion of a specific project. Employment assignments in this category
are of a limited duration. Employment beyond any initially stated period does not in any way
imply a change of employment classification. Temporary employees retain that status unless and
until notified of a change. While temporary employees receive all legally mandated benefit
programs, i.e., Social Security and Workers Compensation insurance, they are not eligible for other
fringe benefits.
C. New Employee Orientation
If you are a new employee, the first thirty (30) days of your active employment will be
considered an orientation period. This period will give you time to become acquainted with your
job, and gives us an opportunity to fairly evaluate your progress and potential as a new employee
with our Company. The Company reserves the right to accelerate or lengthen this orientation
period in the event it is necessary. Of course, at all times your employment continues to be at-
will, both during and after the orientation period. During your orientation period a failure to meet
an acceptable level of performance and/or attendance can subject a new hire to dismissal without
regard to the policies and procedures in this Handbook.
All new employees will receive a general orientation. All necessary paperwork will be
completed and any employee benefit programs will be explained. An employee handbook will be
issued to each employee and current policy and procedures will be explained. General safety
issues and customer services responsibilities will also be reviewed.
Orientation to the department, facility layout, safety procedures and specific job duties will
be provided during on-the-job training and one-on-one meetings with the immediate supervisor
during the initial new employee orientation period.
Experience is the best teacher in our business. We want to help you successfully complete
your orientation period by providing you with the necessary information and instruction to perform
your job. Your Department Manager and our experienced employees are also available to help
you in any way possible. Therefore, feel free to let those individuals know if you have any
problems or questions regarding the work assigned to you. We hired you because we want to see
you succeed in every way possible.
D. Performance Reviews
Performance reviews for all employees generally will be conducted during each calendar
year.
Performance reviews are used to evaluate job performance, identify goals and training
needs and provide an opportunity for employees to communicate job concerns and expectations
with their supervisor.
14
Performance reviews may be used to assist in determining whether a wage increase should
be given. A good performance review however does not guarantee a wage increase.
Your pay is based on a number of factors including, but not limited to, the relative
contribution of your work, your experience, skill, ability, efficiency, knowledge, education,
training, communication skills, attitude, leadership, dependability, teamwork, effort, attendance
record, safety record and disciplinary record, as well as market conditions, and the Company’s
economic situation and needs.
E. Personnel Records/Confidentiality
Berkot’s Super Foods maintains a personnel file on each employee at the Corporate Human
Resource Office. The file includes such information as: job application, resume, training record,
documentation of performance appraisals, salary increases, and any other records that pertain to
employment. Supervisors and/or Store Managers may retain copies of attendance records, change
of status forms, performance evaluations and counseling actions forms in a locked and secure area
within their office.
It is the employee’s responsibility to promptly notify their immediate supervisor,
Department Head or the Human Resource Representative of any changes in personal data
including name, marital status, personal mailing address, telephone number, number and names of
dependents, individuals to be contacted in case of emergency, status of your W-4 exemptions, your
named beneficiary(ies) under our benefit plans and your immigration status (if your eligibility for
employment in the U.S. is affected) . All personal data must be accurate and current at all times.
Personnel files are considered Berkot’s property and access to the information they contain
shall only be permitted in accordance with applicable law. If an employee wishes to review his/her
personnel file, he/she should contact a Human Resources Representative. With reasonable
advance notice, the employee may review his/her own file in the Berkot’s Human Resources office
in the presence of the Human Resources Representative or designate.
F. Promotions and Transfers
It is the policy of Berkot’s Super Foods to consider qualified employees from within the
organization to fill new and existing job openings. Employees are encouraged to seek career
advancement opportunities and apply for positions within their area of knowledge and experience.
The Company does however, maintain the option to recruit and hire from outside the organization
when necessary.
Employees wishing to be considered for an open position should notify their Department
Head, Store Manager or Supervisor.
G. Termination of Employment
Employment with Berkot’s Super Foods is normally terminated through one of the
following actions:
15
Resignation – (voluntary termination). Any employee who has completed the initial 30
day trial period and wishes to terminate employment is requested to give two weeks
advance notice. Berkot’s salaried employees, at the supervisory level and above, are
expected to give a minimum notice time of four (4) weeks. While such courtesy notice is
not required, employees who do not give the requested notice time will not be considered
eligible for rehire. Notice time is not to include any scheduled time off such as vacation.
Retirement is also considered voluntary termination.
Dismissal – (involuntary termination for substandard job performance or misconduct). .
Employees may request review of a termination action by making a written request to the
Human Resources Department within five (5) days of the termination date.
Reduction in Force – (involuntary termination due to a reduction in force or position
elimination). A two-week advance notice of the action will be given to the employee(s)
affected if possible.
In the event of a reduction in force, layoffs are made according to the following criteria:
need for position and performance. Priority for recall is the reverse order of layoff within
the job classification and department. Employees laid off during their initial orientation
period are not eligible for recall.
In all separations an exit interview will be scheduled with the terminating employee and
the supervisor, Department Head, Store Manager or the Human Resources Representative,
or designate, to complete all appropriate paperwork, document return of Company
property, explain continuation of benefit options, and review the amount of the final
paycheck, which will be distributed on the next regularly scheduled pay day. The exiting
employee will be encouraged to comment on employment with Berkot’s and express
opinions and concerns. Earned vacation time, less any time taken, will be paid.
V. EMPLOYEE RESPONSIBILITIES
A. Alcohol and Drug Use
It is the desire of Berkot’s Super Foods to establish and maintain a safe, healthy working
environment for all employees. To promote this goal, employees are required to be in appropriate
mental and physical condition to perform their jobs in a satisfactory manner.
The following rules represent the Company’s policy concerning drug and alcohol use:
• The sale, transfer, or purchase of drugs on Company property or while performing
Company business is strictly prohibited. Such action will be reported to the appropriate
law enforcement authorities.
• The use, possession, or the presence in one’s system, of a drugs, including prescribed
marijuana, or alcohol while on duty or while anywhere on Company property or on
Company business off-premises is cause for termination of employment.
16
• The use of the term “drug” in this policy refers to both legal and illegal controlled
substances, and includes, but is not limited to marijuana, cocaine, PCP, heroin, morphine,
amphetamines and barbiturates.
• No alcoholic beverage is to be brought or consumed on Company premises.
• Any person other than the one for whom it is prescribed should not bring prescription drugs
on Company premises. Prescribed drugs are to be used only in the manner, combination,
and quantity prescribed. The legal use of prescription drugs is permitted on the job only if
a medical professional, licensed to prescribe, who has been informed of the employee’s job
duties has advised that such use does not impair an employee’s ability to perform the
essential functions of the job effectively and in a safe manner that does not endanger the
employee or other individuals in the workplace. In addition, employees who have been
informed or have discovered that the use of a prescription drug may adversely affect job
performance or behavior are required to report such drug use and possible side effects to
their supervisor. Failure to report such information will result in disciplinary action up to
and including termination of employment.
• If it is determined that an employee is impaired by the use of a prescription drug, that
employee will be placed on a medical leave of absence, subject to Berkot’s Leave of
Absence policy for the prescribed time frame.
• Although the cut off limits set by the Department of Health and Human Services are a
guideline, Berkot’s has a zero tolerance policy and prohibits the presence of any drugs
or alcohol in one’s system and such presence, regardless of level, may result in a
determination that the policy has been violated.
While the Company will not penalize an individual solely for his or her status as a
registered qualifying patient under any law authorizing the medical use of marijuana, any
employee who is a registered qualifying patient is nevertheless required to comply with this policy
and is subject to discipline, up to and including discharge, for violations of the policy.
B. Testing of Employees
Any employee who is suspected of coming to work in violation of this policy will be asked
to have a drug/alcohol test taken at a medical facility of management’s choice and paid for by
Berkot's Super Foods.
An employee’s refusal to submit to a drug and/or alcohol test may result in disciplinary
action, up to and including immediate discharge. Refusal includes refusing to report immediately
to the testing location upon request, refusal to sign a medical test authorization form as required
by the Company, refusal to provide specimens unless medically incapable of doing so, and/or
attempts to falsify or interfere with the testing process, including failure to comply with
instructions or attempting to substitute, dilute or otherwise change specimens to be tested.
Employee consent to testing under this policy will not act as a waiver of disciplinary action, up to
and including termination.
17
An employee who is involved in an on-the-job accident which results in property damage
or which requires medical treatment, will be required to take a medically approved test(s), to be
given by authorized medical personnel, to determine whether the Company’s drug and alcohol
policy has been violated where the facts establish that the use of drugs or alcohol reasonably could
have contributed to the accident.
While the Company awaits the results of a drug and/or alcohol test, the employee may be
suspended without pay. In this situation, if the results of the test are negative, the employee will
be reimbursed for regular working time lost due to taking the test(s). Further, the fact that the
employee took such test, and the results thereof, shall not be used against the employee.
If an initial test is positive, a second test will be conducted from the sample, or a second
sample may be required. A confirmed positive drug and/or alcohol test may result in disciplinary
action up to and including immediate discharge. The employee may also submit a written request
for a confirmatory retest of the original sample at his or her own expense at an appropriately
certified laboratory. Such written request must be received by the Company within five (5)
working days of the date of the original test result notice. Any such retest would be in addition to
the Company’s confirmation test described above.
An employee may be disciplined (up to and including discharge) for violation of the
Company’s drug and alcohol policy, in the absence of a test, based on other evidence, including
but not limited to observed conduct and symptoms.
The Company also reserves the right to engage in random drug testing where deemed
appropriate.
Employees who are arrested and convicted for off-the-job drug-related activity may be
considered to be in violation of this policy. In deciding what action to take, the Company will
consider the nature of the charges, the employee’s present job assignment, the employee’s record
with the Company, the impact of the employee’s conviction on the Company and any other factor
the Company may deem relevant.
Additionally, employees shall notify the Company of any criminal drug statute conviction
no later than five (5) days after such conviction. Any employee who is so convicted will be
considered to be in violation of this policy and subject to appropriate sanctions, including
discharge.
Employees with substance abuse problems are encouraged to contact their manager or
Human Resources for counseling and possible referral for treatment. On a one-time basis, the
Company will not discipline an employee who voluntarily seeks treatment for a substance abuse
problem if the employee is not in violation of the Company’s drug and alcohol policy or other
rules of conduct. The cost of such treatment is at the employee’s expense (subject to possible
coverage, if any, by group health insurance). Seeking such assistance will not be a defense for
violating the Company’s drug and alcohol policy, nor will it excuse or limit the employee’s
obligation to meet the Company’s policies, rules of conduct, and standards including but not
limited to those regarding attendance, job performance, and safe and sober behavior on the job. If
an employee, in the course of employment, enters a substance abuse rehabilitation program, the
18
employee may be required to submit to testing for substance abuse as a follow-up to such a
program. Advance notice of testing will not be given to the employee. Refusal to be tested will
be grounds for discipline, up to and including immediate discharge.
C. Attendance and Punctuality
Because Berkot’s Super Foods depends heavily upon its employees, it is important that
employees attend work as scheduled. Dependability, attendance, punctuality, and a commitment
to do the job right are essential at all times. Employees are expected at work on all scheduled
workdays and during all scheduled work hours and to report to work on time.
An employee must notify his/her supervisor or the Store Manager at least two (2) hours
before his/her scheduled starting time if he/she expects to be late or absent. This policy applies
for each day of his/her absence. An employee who fails to contact his/her immediate supervisor
or the Store Manager will be considered as having voluntarily resigned his or her position at
Berkot’s Super Foods.
A physician’s statement is required for absences of four or more consecutive workdays due
to illness to verify the absence and ensure that the employee has been released by the physician to
return to work.
The supervisor or Store Manager may request a physician’s statement for absences of a
shorter duration if verification of an illness or injury is deemed necessary.
Periodic attendance and punctuality reports are reviewed by the employee’s supervisor and
become part of the employee’s permanent personnel record.
To the extent permitted by law, absenteeism and lateness lessen an employee’s chances for
advancement and may result in disciplinary action, up to and including termination of employment.
DEFINITIONS:
• Excused Absence – approved leave of absence with appropriate documentation including
leaves under the Family and Medical Leave Act (FMLA), the Americans with Disabilities
Act (ADA), the Illinois Victims’ Economic Security and Safety Act (VESSA), pregnancy,
military, or other leaves that may be required by law, personal leaves of absence per the
Berkot’s Leaves of Absence policy, approved vacation time per the Berkot’s Vacation
Policy, approved jury duty leave per the Berkot’s Jury Duty Policy, an emergency or life-
threatening circumstance (documentation may be required), absence due to a work-related
injury, or absence due to extraordinary circumstances such as a weather-related
emergencies issued by the Store Manager.
• Unexcused Absence – unscheduled absence for reasons other than those listed as excused.
• Excessive Lateness – tardy more than once in a single month.
• Excessive Absenteeism – more than one unexcused absence occurrence in a single month.
19
• Absence Occurrence – one or more consecutively scheduled workdays or inability to
complete 75% of a scheduled workday. An occurrence includes the length of time from
the first day of absence through the last day of continuing absence.
DISCIPLINE SCHEDULE:
• 2nd occurrence of tardiness or unexcused absence in a single month = Written Warning
• 3rd occurrence of tardiness or unexcused absence in a single month = Final Warning
• 4th occurrence of tardiness or unexcused absence in a single month = Employment
Termination
• Employees who do not show up for their scheduled work shift, and do not call the manager
to notify him/her, will be considered to have voluntary resigned their position effective that
day.
D. Computer, Internet and E-Mail Usage (Electronic Systems)
Specific policies and procedures have been established by Berkot’s Super Foods regarding
the usage of Company-owned computers and electronic communications, i.e. Internet access and
e-mail. Employees using computer equipment are required to read and understand all of these
rules and guidelines as part of the orientation procedure. Violations of the computer and e-mail
and/or Internet usage policies and procedures are subject to disciplinary action up to and including
termination of employment.
The e-mail and electronic communication systems provided for your use are the exclusive
property of the Company. Anything generated by the use of either of these systems is the property
of the Company, even when created through the use of a personal password. Users should
understand that electronic communications may be saved to the computer back-up system and may
continue to exist even though the user deletes them from his or her own computer.
Computers, internet access on Company systems, and e-mail functions are to be used only
for business-related reasons while on working time.
Our Solicitation and Distribution Policy also applies fully to our electronic systems and
such systems may not be used on “working time” as defined in that policy for any non-job-related
solicitations, including but not limited to solicitation for religious or political causes, commercial
enterprises, or outside organizations.
E. Employee Conduct and Work Rules
To insure orderly operations and provide the best possible work environment, Berkot’s
expects employees to follow rules of conduct that will protect the interests and safety of all
employees and the organization.
Disciplinary action will be taken in connection with unacceptable conduct of job performance and
will be implemented in accordance with the Berkot’s Equal Employment Opportunity policy. Full
20
consideration will be given to the nature and cause of a violation, the seriousness of the event, the
likelihood that the event will be repeated, and the attitude of the violator.
The fourth disciplinary action, of any type, in a rolling twelve-month period will cause
termination of employment per the Berkot’s Employee Conduct and Work Rules policy.
The various types of disciplinary action that may be initiated, depending on the individual
circumstances, are defined as follow:
DISCIPLINARY ACTION DEFINITIONS
Verbal Counseling – Verbal counseling with an employee to correct deficiencies and
prevent repetition of negative actions. Verbal counseling sessions will be documented by the
supervisor.
Written Warning – A written notification of deficiencies and/or negative actions of
employees, generally issued after verbal counseling has not corrected the inadequacy or negative
action. However, offences of a more serious nature may bypass the verbal counseling step.
Final Written Warning – last warning prior to termination of employment.
The employee is expected to correct deficiencies in performance and/or have no
reoccurrence of negative actions during the probationary period. If improvement does not occur,
or there are rule violations of any kind during the probationary period, the employee will be subject
to further discipline up to and including termination of employment.
Employees on disciplinary probation will not be considered for a salary increase during the
period of probation nor shall such an increase be made retroactive following the completion of the
probationary period. In addition, employees on disciplinary probation will not be considered for
transfer or be allowed to bid on posted positions for six (6) months following the completion of
the probationary period.
Probation – A disciplinary probationary period maybe enacted in lieu of the final written warning
when an employee repeatedly violates Company policies and procedures or receives an
unsatisfactory performance evaluation. The length of the disciplinary probationary period is
determined by the supervisor and will consist of no less than thirty (30) Days and may be extended
indefinitely.
Suspension – This may be imposed in lieu of the final written warning or disciplinary probation
for reasons of misconduct or repeated offenses of less serious misconduct, or to allow for
investigation of a serious infraction warranting termination of employment. Suspensions are
without pay. Accrued vacation time may not be used for a disciplinary suspension. The length of
the suspension shall be determined by management.
If suspension disciplinary action is reversed after review of the infraction, the employee
will be immediately reinstated with full restitution, including wages, for the days of suspension
served.
21
Termination of Employment – Termination of employment (discharge) is implemented
for reasons such as misconduct, negligence or other severe policy violations. Termination of
employment may also be the result of repetition of less serious offenses that have not been
corrected with any or all of the previously listed disciplinary actions. NOTE: An employee may
be terminated during the initial 30-day orientation period without prior notice of warning for
disciplinary and/or performance reasons.
The type and sequence of any disciplinary action initiated will be determined by
Berkot’s management as a given situation dictates. The above disciplinary steps are not
meant to limit the Company’s discretion or guarantee that any particular step is followed.
Rather, the steps are general guidelines and, of course, some conduct is so intolerable that
termination may be imposed for a first offense.
Please keep in mind that the while no list of rules can be exhaustive, examples of work rule
infractions are listed below:
• Failure to comply with Company rules and policies
• Reporting to work or working in violation of the Alcohol and Drug Use policy.
• Possession of dangerous or unauthorized materials such as explosives, firearms or
weapons except as may be permitted in accordance with state conceal carry firearms
law.
• Excessive absenteeism/tardiness or unreported absence per the Attendance and
Punctuality policy.
• Violation of safety rules and practices.
• Theft or misuse of Company property.
• “Sweethearting” – Intentionally not scanning items, undercharging or not charging
customers for merchandise.
• Disclosing confidential Company information.
• Intentional falsification of Company records, timesheets, timecards, etc.
• Conduct determined to be sexual or other unlawful harassment per the Harassment
policy.
• Cash shortages and overages.
• Fighting or threatening violence in the workplace.
• Vandalism or willful destruction of Company property.
22
• Being insubordinate, including a refusal to promptly carry out an assignment or work
instruction (you are to do the assignment or follow the instruction – if you disagree,
you can always discuss it politely later or raise it through our Problem Resolution
procedure); being rude or discourteous to customers; or physically or verbally abusive
to a member of management, co-worker, customer or vendor.
• Sleeping on the job.
• Leaving premises during working hours without permission.
• Soliciting or receiving gratuities (tips).
• Discourteous treatment of customers. The sale of alcohol or tobacco to underage
customers.
Disciplinary action is documented on a Corrective Action Notice. The completed form is
placed in the employee’s personnel file.
For discipline not requiring immediate termination, a maximum of three disciplinary
actions (see definitions above) are allowed to accumulate during the twelve-month period
immediately following an occurrence. An additional disciplinary action within this period will be
cause for termination of employment. EXCEPTION: verbal counseling is not counted.
F. Honesty and Integrity
Berkot’s employees are expected to be honest when handling money or merchandise. In
addition, as detailed in the Berkot’s Confidentiality and Security Policies in this Handbook,
employees are expected to keep confidential all information about the Company business.
Employees are not permitted to remove any Company property, records, equipment,
merchandise or supplies from Company premises without permission.
Employees are responsible for immediately reporting any observations of theft or
shoplifting, by customers or employees, to the Store Manager.
It is Company policy to handle discovery of dishonest acts in the following manner:
• Thorough questioning and/or investigation by Berkot's Loss Prevention and/or law
enforcement officials.
• Required restitution of all money and/or merchandise and criminal prosecution, if
justified.
• Termination of employment for violations of our policy.
Employees who are convicted of a felony, a serious misdemeanor or any other serious
crime, the nature of which implies that the employee is incapable of performing his or her job with
honesty, integrity or customer acceptance are subject to dismissal.
23
G. Personal Appearance and Cleanliness
Berkot’s Super Foods believes that dress, grooming, and personal cleanliness contribute to
the morale of all employees and affect the business image of the Company. During business hours
or when representing Berkot’s Super Foods, employees are expected to present a clean, neat, and
business-like appearance. Employees are also expected to practice good personal hygiene at all
times. Employees must thoroughly wash their hands each time they use the restroom.
Employees working in the supermarket facilities are required to follow the following dress
code:
• The Store Manager and Assistant Managers are required to wear a clean dress shirt and tie
(male) or business attire (female).
Female Employees:
• Neat clean pants or skirt. Skirts must be knee length at a minimum. Capri pant may be
worn. Denim jeans are allowed as long as they are neat and clean, not torn, frayed or cut
up. No Shorts, workout or sweat pants will be allowed.
• Berkot’s logo polo shirts or T-shirts and apron (for the deli/bakery employees). Cashiers
may where a smock in addition to the Berkot’s polo shirt. Shirts are to be kept laundered
and pressed. They are to be tucked-in at all times. Only Berkot’s logo hat, jackets and/or
sweatshirts are to be worn on the sales floor.
• Neat and clean low-heeled dress shoes or flats, or athletic shoes are to be worn. For reasons
of safety and comfort, open-toe shoes, sandals, crocs, high-heeled shoes or boots or
platform shoes are not permitted.
• If hats or visors are to be worn in any department, only Berkot’s logo items are to be worn.
• Hairstyles should be neat and conservative. Makeup, if worn, should be moderate and in
good taste.
• Jewelry, if worn, should be conservative and businesslike.
• Name badges must be worn at all times in a visible location.
Male Employees:
• Neat clean pants. Denim jeans are allowed as long as they are neat and clean, not torn,
frayed or cut up. No Shorts, workout or sweat pants will be allowed.
• Berkot’s logo polo shirts or T-shirts and apron (for the deli/bakery employees). Male
employees may also wear an apron in addition to the Berkot’s polo shirt. Shirts are to be
kept laundered and pressed. They are to be tucked-in at all times. Only Berkot’s logo
jackets or sweatshirts and hats are to be worn on the sales floor.
24
• Neat and clean low-heeled dress shoes or athletic shoes are to be worn. For reasons of
safety and comfort, sandals, platform-heeled, crocs, or high-heeled boots are not permitted.
• If hats or visors are to be worn in any department, only Berkot’s logo items are to be worn.
• Hair must be clean and combed. Hair should not be longer than the top of the collar and
ears should not be covered. If hair is longer, it must be tied back at all times.
• Mustaches and sideburns are permitted but must be kept clean and trimmed. If an
employee has a full beard, a beard net is required when working with any type of fresh
food product, meat or food preparation.
• Without unduly restricting individual tastes, the following personal appearance guidelines
should also be followed by both male and female employees:
• For health and safety reasons, long hairstyles must be worn with hair pulled back when
working on or near any type of equipment with moving parts. In addition when working
directly with food products, i.e., Bakery, Deli, Produce, etc., long hair must be worn back
and away from the face and not allowed to hang down when handling fresh food products.
Hair nets or hats are required when working in meat processing and food preparation
areas.
• For safety reasons, dangling earrings and bracelets are not permitted. In addition, it is not
advisable to wear rings or jewelry while operating any power equipment.
Berkot’s Logo Polo Shirts
New part-time employees will receive 1 Berkot’s polo shirt; full-time employees will
receive 2 shirts at time of hire. Additional shirts may be purchased for $10 each. All issued shirts
are to be returned neat and laundered at time of termination.
Failure to adhere to the established dress code is considered policy violation and is subject
to disciplinary action. Employees may not be allowed to work (sent home to change) and may
receive verbal and /or written warnings.
Department Heads and the Store Manager will make the final decisions regarding personal
appearance issues and have the authority to waive certain restrictions when appropriate.
Reasonable accommodation involving personal appearance guidelines may be made when
legally required.
Questions regarding personal appearance guidelines, uniforms and/or name badges should
be brought to the attention of a Department Head, the Store Manager or the Human Resources
Representative.
25
H. Problem Resolution
Berkot’s Super Foods is committed to providing the best possible working conditions for
its employees. Part of this commitment is encouraging an open and frank atmosphere in which
any problem, complaint, suggestion, or question receives a timely response from Berkot’s
supervisors and/or managers.
If an employee disagrees with established rules of conduct, policies, practices, or
disciplinary actions, he or she may express their concern through the problem resolution procedure.
No employee will be penalized, formally or informally for voicing a complaint in a reasonable,
business-like manner, or for using the following problem resolution procedure. NOTE: All
complaints of discrimination, harassment or retaliation should be reported pursuant to the
complaint procedure set forth beginning on page 28 of this Handbook.
For complaints other than those involving discrimination, harassment or retaliation the
employee shall first present his/her problem to the immediate supervisor. If the supervisor is
unavailable, or the employee believes it would be inappropriate to contact that person, the
employee may present the problem to the Store Manager, or a Human Resources Representative.
The supervisor, Store Manager or Human Resources Representative will respond during
the discussion with the employee or after consulting with appropriate management when
necessary. This discussion and remedy will be documented in writing.
If the problem remains unsolved the employee may submit the problem, in writing, to the
President.
The President shall review the problem. When the review is completed, the President will
inform the employee of the decision, in writing.
Written documentation of the problem and resolution shall be forwarded to the employee’s
personnel file.
I. Safety and Incident Reporting
To provide a safe and healthy work environment for employees and customers, Berkot’s
has established a workplace safety program. This program is a top priority. Its success depends
on the alertness and personal commitment of all employees.
Employees receive information about workplace safety and health issues during the new
employee orientation, as well as regular internal communication channels, such as supervisor-
employee meetings, bulletin board postings, memos, or other written communications.
Berkot’s employees are required to follow standard operating procedures and exercise
caution in all work activities. Any unsafe condition should be immediately reported to a
supervisor, Department Head or Store Manager.
26
Employees are expected to keep work areas clean and free from debris. Only one stock
cart should be used when replacing stock during business hours to ensure safe and easy access for
customers.
If an employee is involved in an accident while working or witnesses an accident of another
employee or customer, regardless of how insignificant the accident may appear, the employee must
immediately notify his/her supervisor or Store Manager.
J. Employees Who Get Hurt On The Job
Berkot's Super Foods is committed to providing a safe and secure work environment.
Employees involved in on-the-job accidents that require them to seek medical treatment at a
medical facility may be required to have a drug/alcohol test performed at the same time they are
being treated in accordance with the guidelines set forth in the Drug/Alcohol Policy contained in
this Handbook.
It is the employee’s responsibility to report any communicable and/or infectious disease or
condition to their immediate supervisor. Employees are reminded that all medical information
will be kept confidential. If the disease or condition represents a direct threat to the health of safety
of other employees or customers, the Company will review reasonable employment condition
options and act accordingly.
Employees who violate safety standards, who cause hazardous or dangerous situations, or
who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary
action.
K. Non-Discrimination and Anti-Harassment Policy
Berkot’s is committed to a work environment in which all individuals are treated with
respect and dignity. Each individual has the right to work in a professional atmosphere that
promotes equal employment opportunities and prohibits discriminatory practices, including
harassment. Therefore, Berkot’s expects that all relationships among persons in the workplace
will be business-like and free of bias, prejudice and harassment.
It is our policy to ensure equal employment opportunity without discrimination or
harassment on the basis of race, color, national origin, ancestry, citizenship, religion, sex, sexual
orientation, age, disability, pregnancy, child birth or related medical conditions, genetic
information, marital or civil union status, veteran status or any other characteristic protected by
law. Berkot’s prohibits and will not tolerate any such discrimination or harassment.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local
laws. For the purposes of this policy, sexual harassment is defined, as unwelcome sexual advances,
requests for sexual favors and other verbal or physical conduct of a sexual nature when, for
example: (i) submission to such conduct is made either explicitly or implicitly a term or condition
of an individual's employment; ii) submission to or rejection of such conduct by an individual is
used as the basis for employment decisions affecting such individual; or (iii) such conduct has the
27
purpose or effect of unreasonably interfering with an individual's work performance or creating an
intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not so subtle behaviors and may
involve individuals of the same or different genders. Depending on the circumstances, these
behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual
favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an
individual's body, sexual prowess or sexual deficiencies; leering, catcalls or touching; insulting or
obscene comments or gestures; display or circulation in the workplace of sexually suggestive
objects or pictures (including through e-mail, online or text messages); and other physical, verbal
or visual conduct of a sexual nature. Sex-based harassment, that is, harassment not involving
sexual activity or language (e.g., male manager yells only at female employees and not males) may
also constitute discrimination if it is severe or pervasive and directed at employees because of their
sex.
Harassment on the basis of any other protected characteristic is also strictly prohibited.
Under this Policy, harassment is verbal or physical conduct that denigrates or shows hostility or
aversion toward an individual because of his/her race, color, religion, sex, pregnancy, child birth
or related medical condition, genetic information, national origin, ancestry, citizenship, veteran
status, age, disability, or any other characteristic protected by law and that: (i) has the purpose or
effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose or
effect of unreasonably interfering with an individual's work performance; or (iii) otherwise
adversely affects an individual's employment opportunities.
Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping;
threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the
workplace of written or graphic material that denigrates or shows hostility or aversion toward an
individual or group (including through e-mail or other electronic means of communication).
Although the above defines “unlawful” harassment, it is also a violation of this policy to
engage in any unprofessional or inappropriate conduct based on any protected characteristic,
whether or not such conduct rises to the level of “unlawful” harassment.
Individuals and Conduct Covered
These policies apply to all applicants and employees, and prohibit harassment,
discrimination and retaliation whether engaged in by fellow employees, by a supervisor or
manager or by someone not directly connected to Berkot’s (e.g., an outside vendor or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-
related setting outside the workplace such as during business trips, business meetings and business-
related social events.
Retaliation Is Prohibited
Berkot’s prohibits retaliation against any individual who reports discrimination or
harassment or participates in an investigation of such reports. Retaliation against an individual for
reporting harassment or discrimination or for participating in an investigation of a claim of
28
harassment or discrimination is a serious violation of this policy and, like harassment or
discrimination itself, will be subject to disciplinary action. Furthermore, no supervisor, manager
or officer has the authority to require you to tolerate or agree to any conduct that violates this
policy in order to receive any job benefit, including compensation, duties, assignments,
promotions, etc.
COMPLAINT PROCEDURE
Reporting an Incident of Harassment, Discrimination or Retaliation
Berkot’s takes all allegations of harassment very seriously and strongly urges the reporting
of all incidents of discrimination, harassment or retaliation, regardless of the offender's identity or
position. Individuals who believe they have experienced conduct that they believe is contrary to
Berkot’s policy or who have concerns about such matters should immediately report their concerns
or complaints to a Human Resource Representative or Store Manager. We recommend that, in
addition to any conversations you may have, you should also put your complaint or concerns in
writing to Human Resources to avoid any possible misunderstanding which can occur where
matters are reported verbally only. In the unusual circumstance where you do not feel comfortable
in reporting to one of the contact individuals above, we ask that you report the matter directly to
the President of Berkot’s at ____________.
If you feel comfortable doing so, you may also promptly advise the offender that his or her
behavior is unwelcome and request that it be discontinued.
Individuals should not feel obligated to file their complaints with their immediate
supervisor first before bringing the matter to the attention of the Human Resource Representative
or the Store Manager.
Managers and supervisors must report immediately to Human Resources or the
President of the Company any incidents that they hear about or observe that may constitute
a violation of this policy.
IMPORTANT NOTICE TO ALL EMPLOYEES:
Employees who have experienced conduct they believe is contrary to this policy have an
obligation to take advantage of this complaint procedure. An employee's failure to fulfill this
obligation could affect his or her rights.
Early reporting and intervention have proven to be the most effective method of resolving
actual or perceived incidents of harassment. Therefore, Berkot’s strongly urges the prompt
reporting of complaints or concerns so that rapid and constructive action can be taken. The
Company will investigate and make every effort to stop alleged harassment, but can only do so
with the cooperation of its employees.
29
The Investigation
Any reported allegations of harassment, discrimination or retaliation will be investigated
promptly, thoroughly and impartially. The investigation may include individual interviews with
the parties involved and, where necessary, with individuals who may have observed the alleged
conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent
possible and consistent with an adequate investigation and appropriate corrective action.
Responsive Action
If it is determined that misconduct constituting harassment, discrimination or retaliation
has occurred, management will take prompt and appropriate action against the offending party, up
to and including discharge. Responsive action may include, for example, training, referral to
counseling, monitoring of the offender and/or disciplinary action such as a warning, reprimand,
withholding of a promotion or discretionary pay increase,, demotion, reassignment, temporary
suspension without pay or termination, as Berkot’s believes appropriate under the circumstances.
If an employee making a complaint does not agree with its resolution, the employee may
appeal to Berkot’s President using the Problem Resolution policy in this Handbook.
Individuals who have questions or concerns about these policies should speak with Human
Resources.
L. Workplace Violence Prevention
Berkot’s Super Foods is committed to preventing workplace violence and maintaining a
safe work environment. Given the increase in violence in society in general, Berkot’s has adopted
the following guidelines to deal with intimidation, harassment, or other threats of (or actual)
violence that may occur during the business hours or on its premise:
• All employees, including supervisors and temporary employees, should be treated with
courtesy and respect at all times.
• Employees are expected to refrain from fighting, “horseplay” or other conduct that may be
dangerous to others.
• Conduct that threatens, intimidates, or coerces another employee, customer, or member of
the public at any time, including off-duty periods, will not be tolerated.
• All suspicious individuals or activities should be reported as soon as possible to a
supervisor. Employees should NOT place themselves in danger or try to intercede to
prevent possible dangerous activities.
• Employees are encouraged to advise their supervisor of any situation, personal or work-
related, that has the potential of escalating to potential violence.
30
• Berkot’s will promptly and thoroughly investigate all reports. Persons found to be
responsible for threats of (or actual) violence in the workplace will be subject to
disciplinary action up to and including termination of employment.
• All persons who enter the store or other Company premises must comply with all posted
signs relating to the possession, using or storing of any weapons, and are prohibited from
carrying a handgun, firearm, explosive, switchblade or knife, unauthorized chemical or
other weapon of any kind, regardless of whether the person is licensed to carry the weapon
or not. The only exception to this policy shall be those licensed to carry a concealed firearm
by state law and only then in accordance with the limited specific provisions of state law.
M. No Solicitation/No Distribution
To avoid annoyance to our employees and interference with our store operations, no
employee is permitted to distribute literature in paper form in work areas (such distribution is only
allowed in non-work areas during non-working time), or solicit other employees for any purpose
on Company premises during the working time of you or other employees involved. Company
premises include all areas where employees perform their assigned work tasks. Working time
includes the time during which any of the employees involved are actually scheduled to work, and
does not include scheduled rest periods, meal breaks and other specified times when employees
are not expected to be working, such as before or after scheduled work hours.
Non-employees may not solicit for any purpose, or engage in the distribution of literature
of any kind while on Company premises (including Company parking lots).
Any employee who violates the Company’s No Solicitation/No Distribution rule is subject
to disciplinary action, including but not limited to discharge.
N. Searches and Investigations
Our Company policies and work rules include prohibitions on various types of misconduct,
such as theft, possession of weapons, violation of our Drug and Alcohol policy and health and
safety violations. These policies and rules exist for the protection of our employees, our customers,
the Company and others with whom we do business and have contact, including members of the
public. We are also subject to health and safety requirements imposed by various laws. In order
to make sure that our policies and rules are being followed, it is necessary that we investigate
possible violations of our policies, and inspect Company premises and items on Company
premises.
Accordingly, the Company reserves the right, when it determines it is appropriate, to
conduct searches of persons (including employees) and their personal vehicles and belongings on
Company property, including desks, lockers, packages, backpacks, bags and briefcases, as well as
voice mail, computers, computer software, e-mail, files, storage and other electronic media.
(Employees are reminded that desks, lockers, telephones, voice mail, tools, computers and
computer media and other items supplied by the Company are and remain Company property.)
Failure or refusal to consent to a search when requested by the Company, or failure to cooperate
fully in any investigation, may result in discipline, up to and including immediate discharge.
31
O. Social Networking/Social Media
Employees are expected to protect the privacy of the Company and its employees,
customers and vendors when using outside communications, including social networking or media
outlets such as Facebook, Twitter, blogs, chat rooms or other internet postings.
Any such communications, including internet postings, are subject to the Company’s
policies and procedures contained in this Handbook.
Employees should be aware that they have no right to privacy with respect to any comments
publically posted on the internet. The Company reserves the right to monitor public comments or
discussions about the Company, its employees, customers or suppliers, posted on the Internet by
anyone, including employees and non-employees. Notwithstanding the foregoing, nothing in this
policy shall be construed to limit employee rights under any applicable federal, state or local laws,
including the National Labor Relations Act.
GUIDELINES:
In the rapidly expanding world of electronic communication, social media can mean many
things. Social media includes all means of communicating or posting information or content of
any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary,
personal website, social networking or affinity website, web bulletin board or a chat room, whether
or not associated or affiliated with the Company, as well as any other form of electronic
communication.
Know and follow the rules
Carefully read these guidelines, as well as other policies contained in this Handbook such
as the Equal Opportunity and Harassment policies, and ensure your postings are consistent with
these policies. Inappropriate postings that may include discriminatory remarks, harassment, and
threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may
subject you to disciplinary action up to and including termination.
Be respectful
Always be fair and courteous to fellow employees, customers, members, suppliers or
people who work on behalf of the Company. Also, keep in mind that you are more likely to resolve
work-related complaints by speaking directly with your co-workers and management or by
utilizing our internal policies than by posting complaints to a social media outlet. Nevertheless, if
you decide to post complaints or criticism, avoid using statements, photographs, video or audio
that reasonably could be reviewed as malicious, obscene, threatening or intimidating, that
disparage customers, members, co-workers or suppliers, or that might constitute harassment or
bullying. Examples of such conduct might include offensive posts meant to intentionally harm
someone’s reputation or posts that could contribute to a hostile work environment on the basis of
race, sex, disability, religion or nay other status protected by law or Company policy.
32
Be honest and accurate
Make sure you are always honest and accurate when posting information or news, and if
you make a mistake, correct it quickly. Be open about any previous posts you have altered.
Remember that the Internet archives almost everything; therefore, even deleted postings can be
searched. Never post any information or rumors that you know to be false about the Company,
fellow associates, members, customers, suppliers, people working on behalf of the Company or
competitors.
Post only appropriate and respectful content
• Maintain the confidentiality of Company proprietary information (business,
financial, marketing strategies, etc.).
• Do not create a link from your blog, website or other social networking site to a
Company website without identifying yourself as an employee of the Company.
• Express only your personal opinions. Never represent yourself as a spokesperson
for Berkot’s. If the Company is a subject of the content you are creating, be clear
and open about the fact that you are an employee and make it clear that your views
do not represent those of the Company, fellow employees, customers, suppliers or
people working on behalf of the Company. If you do publish a blog or post online
related to the work you do or subjects associated with the Company, make it clear
that you are not speaking on behalf of the Company. It is best to include a
disclaimer such as “The postings on this site are my own and do not necessarily
reflect the views of Berkot’s Super Foods.”
Using social media at work
Refrain from using social media while on work time unless it is work-related as authorized
by your manager or consistent with the Company Equipment Policy. Do not use Company email
addresses to register on social networks, blogs or other online tools utilized for personal use.
Retaliation is prohibited
Berkot’s prohibits taking negative action against any employee for reporting a possible
deviation from this policy or for cooperating in an investigation. Any employee who retaliates
against another for reporting a possible deviation from this policy or for cooperating in an
investigation will be subject to disciplinary action, up to and including termination.
Media contacts
Employees should not speak to the media on the Company’s behalf without authorization
from management.
If you have any questions relating to this policy, your personal blog or social networking, ask your
supervisor or the Human Resources Manager .
33
VI. COMPENSATION
A. Pay Period/Payday
The one-week pay period for all Berkot’s employees begins on Monday at 12:00 AM and
ends seven (7) days later on Sunday at 11:59 PM.
The payday for all Berkot’s employees is the Friday following the end of each pay period.
B. Rest and Meal Periods
Berkot’s Super Foods provides rest periods and meal breaks as a benefit to employees to
provide relaxation time away from the work area. The number of rest periods and meal breaks to
be taken during a specific work shift is determined by the total number of hours in the work shift
according to the following schedule:
Total number of hours in the work shift Rest period(s) and meal periods allowed
Four (4) to seven and half (7-1/2) hours One (1) paid fifteen (15) minute rest period
Over seven and half (7-1/2) hours One (1) paid thirty (30) minute break within
the first five (5) hours of work.
Nine (9) or more hours scheduled and
Salaried Employees
One thirty (30) minute paid break within the
first five (5) hours of work plus one (1) fifteen
(15) minute paid break.
Rest and meal periods are scheduled by the supervisor at times that will least interfere with
efficient operation of the store or service to Berkot’s customers.
Rest and meal periods are NOT to be combined into one period of time away from work.
C. Timekeeping
Berkot’s Super Foods is required by both federal and state laws to keep an accurate record
of time worked for both exempt and non-exempt employees in order to calculate employee pay
and benefits. Time worked is all the time actually spent on the job performing assigned duties or
on-the-job training.
All hourly employees are responsible for punching their own individual time cards when
starting and ending their scheduled shifts.
Employees are expected to be at their workstations ready and dressed for work at their
scheduled starting times. They are also to remain at their workstations until the scheduled quitting
time.
Hours worked in addition to the posted work schedule must be authorized by the
supervisor.
34
Missed punches should be immediately reported to the supervisor to allow for timely
corrections. More than one missed punch in any given pay period may be cause for disciplinary
action. Correcting missed punches is the sole responsibility of the employee to communicate to
his/her manager. Current week timesheets can be viewed in the time clock or at
https://fmslaborsaver.com. Previous timesheets are available at https://fmslaborsaver.com.
Altering, falsifying, tampering with time cards, punching another employee’s time card or
asking an employee to punch a time card other than their own are all considered policy violations
and are subject to disciplinary action up to and including termination of employment.
D. Work Schedule
Work schedules for employees vary throughout our organization. The work schedules are
posted no later than Friday for the following workweek. Employees are responsible for regularly
checking the posted schedule and reporting for work accordingly.
Staffing needs and operational demands may necessitate variations in starting and ending
times, as well as variations in the total hours that may be scheduled each day and week. When
necessary, additional hours may be assigned to meet daily operation requirements. Supervisors
will give as much advance notice of additional hours as possible.
Work schedule requests must be submitted in writing to the supervisor or Store Manager.
The supervisor or Store Manager will accommodate work schedule requests based on anticipated
operation needs and business conditions.
Employees may not come in prior to their scheduled start time or leave early without the
direct approval of their supervisor.
Employees who expect to be absent or tardy must contact their supervisor or the Store
Manager at least two hours prior to their scheduled starting time. Employees who do not contact
their supervisor or Store Manager and do not report for work as scheduled are considered to have
voluntarily resigned their position with the Company.
E. Work Week
The workweek for all Berkot’s employees is seven (7) days and begins on Monday at 12:00
AM and ends on the following Sunday at 11:59 PM.
VII. EMPLOYEE BENEFITS
A. Employee Benefits
Eligible employees at Berkot’s Super Foods are provided a wide range of benefits. A
number or the programs (such as Social Security, Workers Compensation and Unemployment
Insurance) cover all employees in the manner prescribed by law.
35
Benefits eligibility is dependent upon a variety of factors, including employee
classification. Employees are advised of benefit program eligibility and applicable enrollment
forms are completed during the new employee orientation process.
The following is a general listing of some of our benefit programs available to eligible employees:
401(k) Retirement Savings Plan *
Holidays and Sundays
Jury Duty Leave
Leaves of absence including Family and Medical Leave
Medical Insurance *
General details of the above listed programs are included IN this Handbook. Information
regarding the benefit programs listed with an asterisk (*) is included in their respective summary
plan descriptions which are distributed prior to the effective dates of coverage.
B. Holiday and Sundays
Berkot’s Super Foods will pay a Premium Pay of $1.00 per hour in addition to the regular
rate of pay for all hours worked on Holidays and Sundays. The Premium Pay is not applied to
Overtime Hours worked.
The Holidays are:
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day – (If Closed- No Pay)
C. Leaves of Absence
It is the policy of Berkot’s Super Foods to grant employees leaves of absence under certain
circumstances. Except as stated below, employees will not receive compensation during a leave
of absence. The Company complies with the Federal Family and Medical Leave Act (FMLA).
Additional information on the Act is available from the United States Department of Labor (DOL).
The Company also makes available FMLA posters at all of its stores. The following types of
leaves of absence are available:
FAMILY/MEDICAL “FMLA”
If you have been employed by the Company for at least twelve (12) months (with no break
in service of seven (7) or more years except if related to USERRA covered military obligations)
and have worked at least 1,250 hours during the twelve (12)-month period preceding the start of
the leave (which includes all periods of absence from work due to or necessitated by USERRA-
covered service), and you work at or report to a work site which has fifty (50) or more Company
employees within a seventy-five (75)-mile radius of that work site, you are eligible for up to a total
36
of twelve (12) workweeks of unpaid FMLA leave during any rolling twelve (12) month period for
one or more of the following reasons:
a. Because of the birth of your child and in order to care for such child (within
twelve (12) months after the birth of the child);
b. Because of the placement of a child with you for adoption or foster care
(within twelve (12) months of the placement of the child);
c. In order to care for your spouse, child, or parents if they have a “serious
health condition;”
d. Because of a “serious health condition” that makes you unable to perform
the functions of your job; or
e. Because of any “qualifying exigency” (as defined by the Secretary of Labor)
arising out of the fact that your spouse, child, or parent is deployed on
covered active duty in a foreign country (or has been notified of an
impending call or order to covered active duty in a foreign country) in the
Armed Forces, including the National Guard and Reserves.
2. Serious Health Condition. For purposes of this policy, “serious health condition”
means an illness, injury, impairment or physical or mental condition that involves one of the
following:
(a) Hospital Care. Inpatient care in a hospital, hospice or residential medical
care facility, including any period of incapacity relating to the same
condition;
(b) Absence Plus Treatment. A period of incapacity of more than three full
consecutive calendar days (including any subsequent treatment or period of
incapacity relating to the same condition), that also involves either:
(1) treatment two (2) or more times (within thirty (30) days and provided
the first visit takes place within seven (7) days of the first day of incapacity)
by a health care provider, by a nurse or physician’s assistant under direct
supervision of a health care provider, or by a provider of health care services
under orders of, or on referral by, a health care provider; or (2) treatment by
a health care provider on at least one (1) occasion which results in a regimen
of continuing treatment under the supervision of the health care provider
(first visit to health care provider must take place within seven (7) days of
the first day of incapacity);
(c) Pregnancy. Any period of incapacity due to pregnancy, or for prenatal care;
(d) Chronic Conditions Requiring Treatment. A chronic condition which:
requires at least two (2) periodic visits for treatment per year by a health
care provider, or by a nurse or physician’s assistant under direct supervision
of a health care provider; which condition continues over an extended
37
period of time; and may cause episodic rather than a continuing period of
incapacity;
(e) Permanent/Long-term Conditions Requiring Supervision. A period of
incapacity which is permanent or long-term due to a condition for which
treatment may be effective. The individual or family member must be under
the continuing supervision of, but need not be receiving active treatment by,
a health care provider; or
(f) Multiple Treatments (non-chronic conditions). Any period of incapacity to
receive multiple treatment (including any period of recovery therefrom) by
a health care provider or by a provider of health care services under orders
of, or on referral by, a health care provider, either for restorative surgery
after an accident or other injury, or for a condition that would likely result
in a period of incapacity of more than three (3) full consecutive calendar
days in the absence of medical intervention or treatment.
3. Qualifying Exigency Leave. If you are an eligible employee (as defined above),
you are entitled to take up to twelve (12) weeks of unpaid FMLA leave for any qualifying exigency
arising out of the fact that a military member is on covered active duty or called to covered active
duty status in a foreign country. The leave described in this paragraph is available during a twelve
(12)-month rolling period, and may be taken on an intermittent or reduced leave schedule basis.
You will be required to provide a copy of the covered military member’s active duty orders or
other documentation issued by the military that indicates that the military member is on covered
active duty or is called to covered active duty status in a foreign country and the dates of the
military member’s covered active duty service. Eligible employees may take all twelve (12) weeks
of their FMLA leave entitlement as qualifying exigency leave or the individual may take a
combination of twelve (12) weeks of leave for both qualifying exigency leave or any other
qualifying reason listed above.
With respect to a Qualifying Exigency Leave:
(a) A “military member” means your spouse, daughter, son, or parent who is
on covered active duty or called to covered active duty status in any foreign
country in any of the Armed Forces, including a member of the National
Guard or Reserves.
(b) A “qualifying exigency” includes the following broad categories: (a) short
notice deployment; (b) military events and related activities; (c) childcare
and school activities; (d) parental care; (e) financial and legal arrangements;
(f) counseling; (g) rest and recuperation; (h) post deployment activities,
including reintegration activities, for a period of ninety (90) days following
the termination of active duty status; and, (i) additional categories that are
agreed to by the employer and employee within this phrase.
(c) The phrase “son or daughter” is defined as your biological, adopted, or
foster child, stepchild, legal ward, or child for whom you stood in loco
38
parentis, of any age for qualifying exigency leave, who is on active duty or
called to active duty status who is of any age. (Note: This definition is
different from other sections of this FMLA policy). If the exigency leave
is to arrange for childcare or school activities of a military member’s child,
the military member must be the spouse, son, daughter or parent of the
employee requesting leave.
(d) A “parent” means a biological, adoptive, step or foster father or mother, or
any other individual who stood in loco parentis to you when you were a son
or daughter but it does not included “parents in law”.
(e) Parental care - eligible employees may take leave to care for a military
member’s parent who is incapable of self-care when the care is necessitated
by the military member’s covered active duty. Such care may include
arranging for alternative care, providing care on an immediate need basis,
admitting or transferring the parent to a care facility, or attending meetings
with staff at a care facility.
(f) Rest and Recuperation - eligible employees may take up to 15 days to spend
time with a military member on Rest and Recuperation leave, limited to the
actual leave time granted to the military member and supported by the Rest
and Recuperation leave orders or other appropriate documentation issued
by the military setting forth the dates of the leave.
4. Military Caregiver Leave. If you have been employed by the Company for at least
twelve (12) months and have worked at least 1,250 hours during the twelve (12)-month period
preceding the start of the leave, and you work at or report to a work site which has fifty (50) or
more Company employees within a seventy-five (75)-mile radius of that work site, and you are a
spouse, child (of any age for military caregiver leave), parent or next of kin of a Covered
Servicemember, as defined below, you are entitled to a total of twenty-six (26) workweeks of
unpaid leave during a single twelve (12)-month period to care for the Covered Servicemember
(including twelve (12) workweeks for any other FMLA qualifying reason). The leave described
in this paragraph shall only be available during a single twelve (12)-month period beginning as of
the date the leave commences and ending twelve (12) months after that date (and any unused
amounts are forfeited).
Military Caregiver Leave may be permitted more than once if necessary to care for a
different Covered Servicemember (or the same Servicemember with multiple or subsequent
injuries or illnesses) up to a combined total of twenty-six (26) workweeks in a twelve (12) month
period. However, your total available leave time in any single twelve (12)-month period generally
may not exceed a combined total of twenty-six (26) workweeks (including FMLA time off taken
for any other reason); except as provided under the FMLA regulations. You will be required to
timely submit the completed paperwork provided to you and available from our Human Resources
Department or authorization from the Department of Defense as a condition of receiving approved
Military Caregiver Leave; except as provided under the FMLA regulations. NOTE: the twelve
(12) month computation period for this type of leave differs from the other types of FMLA leave.
39
With respect to Military Caregiver FMLA Leave:
(a) A “Covered Servicemember” means: (1) a member of the Armed Forces,
including a member of the National Guard or Reserves, who is undergoing
medical treatment, recuperation, or therapy, is otherwise in outpatient
status, or is otherwise on the temporary disability retired list, for a serious
injury or illness; or (2) is a covered veteran who is undergoing medical
treatment, recuperation, or therapy for a serious injury or illness and who
was a member of the Armed Forces (including a member of the National
Guard or Reserves) at any time during the period of five (5) years, as defined
by the law, preceding the date on which the veteran undergoes that medical
treatment, recuperation or therapy and who was discharged or released
under conditions other than dishonorable.
(b) “Outpatient status” means the status of a Covered Servicemember assigned
to a military medical treatment facility as an outpatient or a unit established
for the purpose of providing command and control of members of the
Armed Forces receiving medical care as outpatients.
(c) “Next of kin” means the nearest blood relative of that individual (regardless
of age) other than an employee’s/worker’s spouse, son or daughter. You
are required to provide confirmation of the relationship upon request. The
Servicemember may designate the blood relative who is considered his/her
next of kin; otherwise, the following order generally will apply: blood
relatives granted custody by law, brother/sister, grandparents, aunts/uncles,
and then first cousins.
(d) “Serious injury or illness” for a Current Servicemember means an injury or
illness incurred by the Servicemember in the line of duty on active duty in
the Armed Forces (or existed before the beginning of the Servicemember’s
active duty and was aggravated by service in the line of duty) that (i) may
render the Servicemember medically unfit to perform the duties of the
member’s office, grade, rank or rating, or (ii) in the case of a veteran
Servicemember, that manifests itself before or after the member became a
veteran.
(e) “Serious injury or illness” for a Covered Veteran means an injury or illness
that was incurred or aggravated by the member in the line of duty on active
duty in the Armed Forces and manifested itself before or after the member
came a veteran, and is: (1) a continuation of a serious injury or illness that
was incurred or aggravated when the covered veteran was a member of the
Armed Forces and rendered the Servicemember unable to perform the
duties of the Servicemember’s office, grade, rank, or rating; OR (2) a
physical or mental condition for which the covered veteran has received a
VA Service Related Disability Rating (VASRD) of 50 percent or greater
and such VASRD rating is based, in whole or in part, on the condition
precipitating the need for caregiver leave; OR (3) a physical or mental
40
condition that substantially impairs the veteran’s ability to secure or follow
a substantially gainful occupation by reason of a disability or disabilities
related to military service or would do so absent treatment; OR (4) an injury,
including a psychological injury, on the basis of which the covered veteran
has been enrolled in the Department of Veterans Affairs Program of
Comprehensive Assistance for Family Caregivers.
5. Spouses Employed by the Company. If your spouse also works for the Company
and you both become eligible for a leave under paragraphs 1a. or 1b. above, or for the care of a
sick parent under paragraph 1c. above, the two of you together will be limited to a combined total
of twelve (12) workweeks of leave in any rolling twelve (12)-month period. In addition, if you
and your spouse both become eligible for a leave under the Military Caregiver Family Leave
provision above or under a combination of the Military Caregiver Family Leave provision,
paragraphs 1a., 1.b. above, or to care for your parent with a serious health condition under
paragraph 1c. above, the two of you together generally will be limited to a combined total of
twenty-six (26) workweeks of leave in any single twelve (12)-month period.
6. Medical Certification. Any request for a leave under paragraphs 1c., 1d. or under
the Servicemember Family Leave provision above must be supported by certification issued by
the applicable health care provider or the Department of Defense. You are required to submit this
information on the forms provided to you and available from Human Resources or on the
Invitational Travel Orders or Authorizations provided to you by the Department of Defense.
You will be required to submit a new medical certification form for each leave year for a
medical condition(s) that lasts longer than one (1) year. Additionally, you are required to submit
a recertification of an ongoing condition every six (6) months in connection with an absence where
the duration of the condition is described as “lifetime” or “unknown”.
At its discretion, the Company may require a second medical opinion and periodic
recertification to support the continuation of a leave or under paragraphs 1.c. and 1.d. (except as
otherwise provided by the Department of Labor). If the 1st and 2nd opinions differ, a 3rd opinion
can be obtained from a health care provider jointly approved by both you and the Company (unless
you accept the second opinion as determinative). A second medical opinion generally will not be
requested for Military Caregiver Leave but may be requested if the Certification is completed by
a health care provider who is not affiliated with the DOD, VA or TRICARE.
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers from
requesting or requiring genetic information of an individual or family member of the individual,
except as specifically allowed by this law. To comply with this law, the Company asks that
employees not provide any genetic information when responding to a request for medical
certification regarding their own serious health conditions under this FMLA Policy. “Genetic
information” as defined by GINA, includes an individual's family medical history, the results of
an individual's or family member's genetic tests, the fact that an individual or an individual's family
member sought or received genetic services, and genetic information of a fetus carried by an
individual or an individual's family member or an embryo lawfully held by an individual or family
member receiving assistive reproductive services.
41
There is an exemption to GINA’s limitation on the disclosure of family medical history
when an employee requests a leave of absence under the FMLA due to a family member’s serious
health condition. In such situations, all information necessary to make the medical certification
form complete and sufficient under the FMLA should be provided.
7. Intermittent Leave. If certified as medically necessary for the serious health
condition of either you or your spouse, child or parent (Paragraphs 1c and 1d, above), or to care
for a Covered Servicemember if you are a spouse, child, parent or next of kin to the Covered
Servicemember (Paragraph 4, above), leave may be taken on an intermittent or reduced leave
schedule. Intermittent leave also may be taken if you qualify for leave because of a qualifying
exigency as described in Paragraph 1e, above, subject to the submission of a certification
prescribed by the Secretary of Labor. If leave is requested on an intermittent basis, however, the
Company may require that you transfer temporarily to an alternative position which better
accommodates recurring periods of absence or to a part-time schedule, provided that the position
offers equivalent pay and benefits.
8. Light Duty Work Assignments. While voluntarily performing in a light duty
capacity while on FMLA leave, that time does not count against your twelve (12) week FMLA
allotment. In effect, your right to restoration is held in abeyance during the period of time that you
are performing in a light duty capacity (or until the end of the applicable twelve (12) month FMLA
leave year if longer).
9. Notification and Reporting Requirements. All requests for FMLA leaves of
absence must be submitted to your supervisor or Human Resources at least thirty (30) days in
advance of the start of the leave, except when the leave is due to an emergency or is otherwise not
foreseeable. If the leave is not foreseeable, you must provide notice as soon as “practicable,”
which generally means either the same day or the next business day that you learn of the need for
leave, in the absence of any unusual circumstances. A delay in submitting an FMLA leave request
may result in a loss of FMLA protections and/or a delay of the start of your leave.
You must respond to our questions relative to your leave request so that we can determine
if the leave qualifies for FMLA protection; failure to do so may result in loss or delay of FMLA
protections. If you are seeking leave due to an FMLA-qualifying reason for which the Company
has previously granted you FMLA-protected leave, you must specifically reference the qualifying
reason or need for FMLA leave at the time of your request to be away from work. It is not sufficient
to simply “call in sick” without providing additional information which would reasonably cause
the Company to believe your absence/time away from work may qualify as an FMLA qualifying
event. In all cases in which you are seeking leave under this FMLA leave policy, you shall provide
such notice to the Company consistent with the Company’s established call-in procedures so long
as no unusual circumstances prevent you from doing so. Failure to comply with the call-in
procedures may result in a delay or denial of FMLA protected leave.
You must make an effort to schedule a leave so as not to disrupt business operations.
During the leave, you may be required to report periodically on your status and your intention to
return to work. Any extension of time for your leave of absence must be requested in writing prior
to your scheduled date of return to work, together with written documentation to support the
extension. Your failure to either return to work on the scheduled date of return or to apply in
42
writing for an extension prior to that date will be considered to be a resignation of employment
effective as of the last date of the approved leave. Employees on leaves for their own serious
health condition must provide fitness-for-duty releases from their health care provider before they
will be permitted to return to work. An employee shall not be granted a leave of absence for the
purpose of seeking or taking employment elsewhere or operating a private business. Unauthorized
work while on a leave of absence will result in disciplinary action, up to and including discharge.
A leave of absence will not affect the continuity of your employment. Your original date
of employment remains the same for seniority purposes. However, you will not accrue any
benefits during the period you are on a leave.
10. Employee Benefits During Family and Medical Leave of Absence. You will be
permitted to maintain health and dental insurance coverage for the duration of the leave under the
same conditions coverage would have been provided if you had remained actively at work.
However, you must make arrangements for the continuation of and payment of insurance
premiums before you go on leave status. If you do not return to work after the leave, or if you fail
to pay your portion of the premiums, you will be required, under certain circumstances, to
reimburse the Company for the costs and expenses associated with insuring you during the leave.
11. Return From a Family and Medical Leave. If you return from your leave on or
before being absent for twelve (12) workweeks in a rolling twelve (12) month period or twenty-
six (26) workweeks during a single twelve (12) month period if you took a leave under the
Servicemember Family Leave provision, you will be restored to the same or to an equivalent
position to the one you held when the leave started. Of course, you have no greater right to
reinstatement or to other benefits and conditions of employment than if you had been continuously
employed during the FMLA leave period. In determining whether a position is “equivalent” we
would look at whether the position had substantially similar terms and conditions of employment
and whether the position entails similar duties, skills, efforts, responsibilities, authority, privileges
and status. The alternative position should be at the same worksite or a nearby worksite with a
similar work schedule. However, the individual does not need to be reinstated in a position with
the same job title or in the same physical location as the prior position.
If the leave was due to your own serious health condition, you will be required to submit a
fitness-for-duty certification from your health care provider in accordance with our normal policies
and practices applicable to other leaves of absence, certifying that you are able to resume work
and perform the essential functions of the job (either with or without a reasonable accommodation).
A list of the essential job functions will be made available to you for compliance with this
requirement prior to the Company designating your leave as FMLA leave. If a reasonable job
safety concern exists, you also may be required to provide a fitness for duty certification up to
once every thirty (30) days before returning from an intermittent or reduced schedule FMLA leave
related to your own serious health condition. Generally, a returning individual will be permitted
to return to work within two (2) business days of the Company’s receipt of a valid fitness for duty
release.
If you fail to return to work at the expiration of your approved Family and Medical Leave,
it will be considered to be a resignation of your employment with us. Likewise, an employee on
43
FMLA leave who provides notice of their intent not to return to work upon expiration of a leave
will lose their entitlement to FMLA leave and related benefits.
12. Key Employees/Workers. Certain highly compensated key employees may be
denied reinstatement when necessary to prevent “substantial and grievous economic injury” to the
Company’s operations. A “key” employee is a salaried employee who is among the highest paid
ten percent (10%) of employees at that location, or any location within a seventy-five (75)-mile
radius. Employees will be notified of their status as a key employee, when applicable, after they
request a Family and Medical Leave.
13. Coordination with Other Policies. You must substitute any accrued paid vacation
days, or other Company paid time, if applicable, for unpaid leave under this policy, and any such
paid time off must be taken concurrently with your Family and Medical Leave. If you otherwise
qualify for disability pay, you will collect it at the same time you are on unpaid Family and Medical
Leave.
Further, if you otherwise qualify for any other type of leave of absence, you must take that
leave at the same time as you are taking your Family and Medical Leave. All time missed from
work that qualifies for both Family and Medical Leave, and for workers’ compensation or any
other type of allowable leave, will be counted toward your Family and Medical Leave. To receive
any type of paid time off benefit while on FMLA leave, you are required to meet the Company’s
conditions for taking the paid leave (although the Company may in its discretion waive any
procedural requirement for the paid leave in appropriate circumstances).
14. Anti-Retaliation Provisions. Be assured that no retaliation will be taken or tolerated
against any employee who exercises his/her rights under our FMLA policy. If you feel that you
have been the victim of any discrimination or retaliation under this Policy, you are encouraged to
promptly notify Human Resources so that the matter can be promptly investigated and remedied
as appropriate.
15. Compliance With Other Laws. In administering this FMLA Policy, the Company
complies with the Americans with Disabilities Act (“ADA”) and any other relevant law. The
Company may approve a reasonable request for an extension of a leave of absence beyond the
amount of leave provided by the FMLA, approve a leave of absence for an employee who does
not qualify for FMLA leave, or otherwise modify this Policy, as a reasonable accommodation for
a disability under the ADA, or pregnancy, childbirth, or medical or common conditions related to
pregnancy or childbirth.
MILITARY LEAVE OF ABSENCE
Appropriate military leaves of absence, benefits and reinstatements will be granted,
according to state and federal law, to regular full and part-time employees. Temporary employees
are not eligible for military leave benefits.
Military leave is unpaid. However, employees may use any available vacation time for the
absence.
44
Health insurance benefits will continue for military leaves of less than 31 days. For military
leaves of more than 30 days, employees are given the option to continue their health insurance
benefit. However, they are required to pay 100% of the monthly premium.
Employees on two-week active duty training assignment or on active duty training drills
are expected to return to work for the first regularly scheduled shift after the end of training,
allowing reasonable travel time. Employees on longer military leave must apply for reinstatement
in accordance with all applicable state and federal laws.
MEDICAL LEAVE OF ABSENCE/NON-FMLA
Most medical leaves of absence shall be governed in accordance with our Family and
Medical Leave Policy. However, if you are a new employee who is not yet eligible for a Family
Medical Leave, the following guidelines will apply:
Employees who have successfully completed their initial employment period are eligible
to apply for an unpaid Medical Leave of Absence. You must request an unpaid leave of absence
for medical reasons if you have a disability, injury or illness, which lasts for more than five (5)
consecutive working days. When a Medical Leave of Absence results in five (5) or more
consecutive days away from work, it will only then qualify for necessary subsequent leave.
The request for an unpaid medical leave of absence must be in writing and accompanied
by a doctor’s certification of the employee’s disability, injury or illness and specifying the length
of time the employee will be unable to work. As a condition of the leave, the employee grants the
Company the right to verify the medical condition status on a periodic basis.
Leaves of absence will be considered only after all vacation time has been exhausted.
PERSONAL LEAVE OF ABSENCE
Berkot’s will, in its sole discretion, grant personal leaves of absence for periods up to thirty
(30) days based upon justifiable reasons. Additional time (in increments of thirty (30) days) must
be requested in writing prior to the ending date of the original request and are subject to approval.
Maximum amount of time allowed for a personal leave of absence is ninety (90) days. Vacation
benefits do not continue to accrue during the personal leave of absence.
Employees are required to take all available vacation time prior to the start of the personal
leave of absence.
NOTE: For both Medical Leaves of Absence/Non-FMLA and Personal Leaves, the Company
will pay the employer portion of health insurance premiums for the month in which the
leave commences. Thereafter, the employee is responsible for paying 100% of the
premiums for coverage to continue. In addition, the Company will make a reasonable
effort, consistent with good business practices and Company needs, to reinstate the
employee to the same position he or she previously occupied, or to a similar position
for which the employee is qualified, following a leave of absence. However, the
Company cannot guarantee that the same or similar position will be available at the
time the employee desires to return to work, or thereafter. If this situation occurs,
45
Berkot’s reserves the right to offer a qualified employee a lower level position, if one
is available at the appropriate salary for such a position. An exception to this rule is
where an employee is guaranteed reemployment rights under federal or state laws.
ILLINOIS VESSA LEAVE
Under the Illinois Victim’s Economic Security and Safety Act (VESSA), you may be
eligible to take up to a total of twelve (12) workweeks of unpaid leave from work during any
rolling twelve (12)-month period in order to address matters involving domestic or sexual violence
against you or against a member of your family or household.
Eligibility
1. All full-time and part-time employees are eligible regardless of length of
employment.
2. Generally, you must either be a victim of domestic or sexual violence or a family
or household member of such a victim.
(a) “Domestic or sexual violence” is defined as domestic violence, sexual
assault or stalking.
(b) “Family or household member” means a spouse, civil union partner,
domestic partner, parent, son, daughter and persons jointly residing in the
same household.
• “Parent” includes biological parents and individuals who stood in place
of a parent and were charged with a parent’s rights, duties and
responsibilities to the employee when the employee was a child.
• “Son or daughter” means a child under the age of 18 who is the
biological, adopted, foster or step child or legal ward of the employee,
or a child for whom the associate stands in the place of a parent.
• Includes any person related by blood or by present or prior marriage,
and any other person who shares a relationship through a son or
daughter.
Reasons for Leave
Leave may be taken for the following reasons:
• seeking medical attention or treatment for, or recovering from, physical or
psychological injuries caused by domestic or sexual violence to the employee or the
employee’s family or household member;
• obtaining services from a victim services organization for the employee or the
employee’s family or household member;
46
• obtaining psychological or other counseling for the employee or the employee’s family
or household member;
• participating in safety planning, temporarily or permanently relocating, or taking other
actions to increase the safety of the employee or the employee’s family or household
member from future domestic or sexual violence or ensure economic security; or
• seeking legal assistance or remedies to ensure the health and safety of the employee or
the employee’s family or household member, including preparing for or participating
in any civil or criminal legal proceeding related to or derived from domestic or sexual
violence.
Leave Time
If you need to take a leave of absence under VESSA, please speak with your supervisor so
that we can discuss the amount of time that is necessary, how we can best schedule your work and
any necessary reasonable accommodations that may be legally required. VESSA leave may be
taken intermittently or on a reduced schedule where necessary.
The Company may also require you to report periodically to the Company regarding your
intention to return to work and your expected date of return.
If you are entitled to leave under both VESSA and the Family and Medical Leave Act
(FMLA), the leave time will run concurrently, meaning that you will be entitled to no more than
twelve weeks leave in a rolling twelve month period under both VESSA and FMLA together.
Notice Required
You must provide your supervisor and/or Human Resources with advance notice (at least
forty-eight (48) hours) of your intention to take leave. If such notice is not possible, you must
notify management as soon as is practicable.
Certification Required
If you are eligible for VESSA leave and seek to use it, you must provide your supervisor
and/or Human Resources with written certification that: a) states that you or your family member
is a victim of domestic violence; and, b) includes your reason(s) for taking the leave.
The Company may also require that you provide additional information such as
documentation from victim services organizations, attorneys, clergy members, medical
professionals, police or court records, or other corroborating evidence regarding the reasons and
need for leave.
Certification must be provided within a reasonable time (generally within 15 days)
following the Company’s request. Requested supporting documentation may be submitted to the
Company as it becomes available to you.
47
Employment and Benefits
Leave under VESSA is unpaid. However, you may use accrued unused vacation days
while you are on VESSA leave.
You will not accrue seniority or any other benefits, such as vacation or sick leave, while
on leave, but you will maintain the seniority and benefits accrued prior to the start of leave.
You will be permitted to maintain health insurance coverage for the duration of the leave
under the same conditions coverage would have been provided had you remained actively at work.
If you fail to return from VESSA leave, for reasons other than the continuation or recurrence of
domestic or sexual violence, you must repay the premiums that the Company paid on your behalf
while you were on leave.
Upon your return from leave, you are entitled to restoration to your position of employment
or to an equivalent position with equivalent employment benefits, pay, and other terms and
conditions of employment. However, VESSA leave does not entitle you to any right, benefit, or
position of employment other than to which you would have been entitled had you not taken the
leave.
Confidentiality
All information that you provide to the Company under the notice and certification
requirements in this policy, as well as the fact that you have requested or obtained a VESSA leave,
will be retained by the Company in the strictest confidence, except to the extent that disclosure is
requested or consented to by you in writing, or otherwise required by law.
The Company complies with the Americans With Disabilities Act and all other relevant laws, and
upon expiration of a non-FMLA medical leave, upon receipt of satisfactory documentation
supporting the need for further leave, the Company will consider providing a further personal leave
of absence as a reasonable accommodation for qualified employees with disabilities, including
pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth.
FAILURE TO RETURN FROM LEAVE OF ABSENCE
Failure to return from any type of approved leave of absence is considered a
“voluntary quit”. The employee will be advised of the termination of employment.
LEAVE REQUEST PROCEDURE
• Employee should request a Berkot’s Leave of Absence form from their immediate
Supervisor, the Store Manager or the Human Resource Representative for ANY type of
leave.
• The form is completed by the employee, approved by the Supervisor, Department Manager,
or Store Manager and forwarded to the Human Resources Representative.
48
• If the leave falls under the FMLA regulations, the Human Resource Representative will
request the appropriate certification from the employee to be completed by his or her health
care provider.
• The Human Resources Representative will send the employee a notification of approval of
your leave.
• Employees must keep their Supervisor advised of the status of their leave and their
anticipated return to work date.
• A physician release to return to work is required for all employees returning from an
Employee Medical Leave of five (5) days or more.
D. Paid Time Off (PTO)
The Berkot’s Paid Time Off (PTO) plan is a calendar year benefit based on the hours
worked in the previous calendar year. Regular full-time employees are awarded earned PTO time
each January 1st, for use during the current calendar year according to the following schedule:
January 1st following 12 months of employment 6 days
January 1st following 24 months of employment 12 days
January 1st following 8 years of employment 18 days
If full time and hourly, PTO days are calculated based off of the prior 52 week average
hours.
Regular full-time employees who are absent (for any reason) for more than ninety (90)
days in any one (1) calendar year will have their annual earned PTO reduced by one fourth (1/4).
Absence for more than one hundred eighty (180) calendar days (for any reason) will reduce the
annual earned PTO amount by one half (1/2). An absence of more than two hundred seventy (270)
days (for any reason) will cause the annual earned PTO amount to reduce to zero (0).
PTO requests are made to the employee’s immediate supervisor and should be submitted
at least three weeks prior to the desired start date, but definitely before flight or travel arrangements
are made. Requests are granted with preference given in accordance with employee’s length of
service and current business conditions. It is preferred that employees not request PTO time during
holiday weeks or the week prior to a recognized holiday.
For scheduling Berkot’s prefers that PTO be taken in one-week intervals.
In order to be paid, PTO time must be taken off. PTO time may not be carried over from
year to year.
49
Available PTO pay may be used to provide compensation during a military leave.
Employees requesting a medical leave or personal leave of absence are required to use all available
PTO time prior to the start of the leave.
PTO hours are paid at the employee’s base rate at the time of the PTO and are not
considered hours worked for the purpose of calculating weekly overtime.
PTO time earned for the previous year, less time taken after January 1st of the current year
is paid at the time of termination of employment.
The President must approve any exceptions to the Berkot’s PTO policy.
VIII. GENERAL INFORMATION
A. Advertising, Promotions, Games and Contests
All employees, relatives and persons who reside in the same household are not eligible to
participate and win prizes in any games where free prizes are awarded to the public by the
Company or any vendor.
B. Bulletin Boards
Berkot’s provides a central bulletin board for dissemination of information at each
Company location. Employees are encouraged to check the board regularly for federal and state
mandated posters, official announcements, etc.
Only information approved in advance by the Department head or Store Manager may be
posted on the bulletin board.
C. Company Keys
Employees who have been entrusted with keys to a Berkot’s facility are to use them only
when required by their schedule or in an emergency situation. Should it be necessary to enter any
Berkot’s location in an emergency, the Store Manager or Assistant Store Manager is to be
immediately contacted.
Company keys are to be returned if employment ends for any reason.
50
D. Eating In Store
Eating of any kind is not allowed at the registers or in the store sales area. Employees are
only allowed to eat on rest or meal breaks and only in employee break areas designated by the
Store Manager.
E. Emergency Closings
At time, emergencies such as severe weather, fires, power failures, etc., can disrupt
Company operations. In extreme cases, these circumstances may require the closing of a Berkot’s
location.
In the event that such an emergency occurs during non-working hours, local radio stations
will be asked to broadcast notification of the closing. The President of the Company will authorize
all closings.
When operations are officially closed due to emergency conditions, the time off from the
scheduled work will be unpaid. However, with supervisory approval, employees may request
payment of vacation benefits.
F. Employee Facilities
Employees are asked to keep restrooms in a neat and sanitary condition.
Eating is allowed only in designated break room areas. Employees are asked to clean up
after themselves to maintain a clean and sanitary break area.
Berkot’s does not provide locker space for employees. Purses and other valuable personal
items should be taken to a designated, secure area within the facility. Information regarding the
location of secure areas will be given during new employee orientations. The Company is not
responsible for personal items that are lost or stolen. Employees are discouraged from bringing
valuable items to the workplace.
G. Employee Parking
Berkot’s employees are asked to park only in designated employee parking area. These
areas will be identified during the new employee orientation on the first day of employment.
An employee may request an escort to their car when leaving after dark. This request
should be made to the Store Manager or the person in charge of the store.
We ask that courteous and safe driving practices be observed. The parking lot is considered
part of the facility. Thus, all Company policies are in effect. Berkot’s is not responsible for any
theft or damage that might occur in the parking areas.
51
H. Employee Purchases
The following rules apply to employee purchases:
• All employee purchases must be accompanied by a receipt. The receipt must be
available upon request.
• All purchase selections are to be made from the regular shopping areas, and must be
presented to a cashier for checkout.
• All purchase must be made through the express lane or register 1 or 2.
• Special cuts and grinds of meat will be priced accordingly.
• Employees are not permitted to prepare their own meat, produce or deli packages.
• All meat purchases must be wrapped in clear plastic wrap.
• All food consumed in the store must be paid for prior to consumption. The register
receipt must be attached to the package or in the purchaser’s possession at the time of
consumption.
• All employee purchases will be charged at the established price. Employees are NOT
PERMITTED to record their own purchases or the purchases of any person residing
in their household.
• Employees may only make purchases during “off-duty” hours, lunches or breaks.
Purchases must be immediately removed from the premises. Night employees will
make their purchases during the last few minutes of regular business hours.
I. Entering and Leaving
Berkot’s employees are required to enter and exit their workplace by a designated
employee entrance/exit door.
Employees should not report for work more than fifteen (15) minutes before the start of
the scheduled time and they are expected to leave the premises within fifteen (15) minutes after
the end of the scheduled time. Employees not scheduled to work should not be loitering on the
premises.
Employees who are making purchases are to be treated as customers.
The Company reserves the right to inspect any package taken from a Berkot’s facility by
an employee.
52
J. Smoking
The Company complies fully with the Illinois Statutes banning smoking in all places of
employment. Smoking is therefore not allowed in any of the Company’s stores.
K. Suggestions
Employee suggestions are welcome. Berkot’s encourages employees to offer ideas that
could improve operations. Suggestions should be made to the employee’s immediate supervisor,
the Store Manager or at our website www.berkotfoods.com.
Suggestions can also be mailed directly to the main office: Berkot’s Super Foods, 1913 S
Briggs St Joliet, IL 60433, ATTN: Suggestions.
Employees are assured that submitting a suggestion will not result in a reprisal of any kind.
L. Use Of Company Telephone/Cell Phones/Pagers And Mail Systems
To ensure effective telephone communications, employees should always use the approved
greeting and speak in a courteous and professional manner. Employees will receive information
regarding telephone-answering procedures within their department during initial orientation.
Berkot’s employees are asked to limit personal use of the telephone system to emergencies
only. Incoming emergency messages will be relayed as quickly as possible.
Employees may respond to personal cell phone calls and emails ONLY during break and
meal periods. Personal use of cell phones during working hours is cause for disciplinary action.
The Company is not responsible for the theft or loss of personal cell phones and/or other cellular
devices that are brought onto Company property.
Employees whose job responsibilities involve regular or occasional driving are prohibited
from using their cellular phone while driving. Regardless of the circumstances including slow or
stopped traffic, employees must pull off to the side of the road and safely stop your vehicle before
placing or accepting a call. If acceptance of a call is unavoidable and pulling over is not an option,
employees are expected to keep the call short, use hands-free options, refrain from complicated,
stressful or emotional discussions, and keep their eyes on the road. When speaking on the cellular
phone, you should always inform the person to whom you are speaking that you are driving while
speaking to them. Under no circumstances should you ever take notes or look up a phone number
when using your cellular phone while driving. Special care should be taken in situations where
there is traffic or inclement weather or where you are driving in an unfamiliar area. Employees
are required to report moving violations that result while using a cellular phone while driving, and
such employees will be solely responsible for all liabilities that result from such violations. A
violation of this policy will result in disciplinary action up to and including discharge.
Employee use of Company postage or postage equipment is not permitted.
53
M. Visitors
Berkot’s Super Foods has established the following guidelines for visitors coming into the
supermarket locations:
Employees are not allowed to have personal visits during working hours.
If a visitor refuses to leave, the Store Manager or the person in charge of the store at the
time must be notified.
In an emergency situation, to avoid any disruption of customer service, the employee
should request permission from the Store Manager to leave their workstation for a short time.
N. Personal Relationships At Work
It is Company policy not to become involved in the private lives of our employees.
However, personal relationships that are or could be harmful to job performance, the working
conditions of others, business relationships or the Company’s reputation, cannot be tolerated.
Therefore, we have developed a policy on personal relationships at work in order to maintain
Company security, confidentiality of records, employee morale and the integrity of all working
relationships, to avoid reduced effectiveness at work and to avoid the existence or appearance of
favoritism or sexual harassment.
Management personnel are prohibited from participating in any dating, romantic or sexual
relationship with any employee who directly reports to that individual or over whom the individual
has any input with regard to hiring, discipline, promotion, evaluation or duty assignment. This
policy also applies to immediate family members, including an employee’s spouse, child, mother,
father, sibling, mother-in-law, father-in-law, grandparent, grandchild, sister-in-law, brother-in-
law, daughter-in-law, son-in-law, aunt, uncle, first cousin and any other members of the
employee’s household. That is, immediate family members may not directly supervise each other
or have input into personnel decisions affecting immediate family members.
Violation of any of the dating/romantic/sexual relationship guidelines may be grounds for
immediate action, up to and including termination.
Where employees are potentially subject to violation of this policy, they must immediately
disclose the potential violation to their manager and/or Human Resources. The Company will then
take all action possible to avoid the potential violation. However, where less extreme correction
is not possible, one of the affected employees may be asked to leave employment with the
Company.
IX. SPECIAL WORK INSTRUCTIONS
A. Bagging and Stocking Responsibilities
Always be courteous to customers and fellow employees. Welcome each customer with a
friendly, cheerful greeting.
54
Always be neat and clean. Take pride in personal appearance, hygiene and grooming at all
times.
Assist customers in finding their needs. Take them directly to the product. Know where
merchandise is located in the store.
During high traffic hours, stock merchandise from an unattended stock cart before bringing
additional stock carts onto the sales floor.
Always clean shelving with a damp cloth and tag moldings before stocking. Clean or repair
any soiled merchandise before placing on sale.
Know the products and facilities offered in the store – what, where and when. Training
will be provided, however employees are expected to learn store layout and store services by being
alert and observant.
B. Bagmanship
The following guidelines should be followed when bagging customer purchases:
• Always respond quickly when called to the front end.
• Ask if plastic is OK.
• Balance the weight so the parcel is not too heavy for the customer to unload.
• Always make a good foundation in the bags. Put the heavy items on the bottom.
• Tighten caps on bottles and plastic containers to prevent leakage.
• Keep glass items separated in bags or boxes to prevent breakage.
• Do not pack soap next to meat, produce, or other perishable items.
• Remember not to allow the bag to become too heavy. Balance the weight with heavy
and light items.
• Use the proper size bag. Use the smallest bag that will carry the load.
• Use both hands when packing. Open bag by inserting hand all the way to the bottom.
Place articles in the bag; Do not throw them in!
• Properly fill the bag. First build a base using canned goods or a five to ten pound bag
of sugar or flour. Next put in heavy groceries, packaged goods, i.e., cake mix, cereals,
etc. Fresh meats, frozen foods, butter, ice cream, and other Perishables should be put
in a separate bag to make it easier for the customer to find the refrigerated items when
unpacking.
55
• Fill out corners with small, hard items. Give the bag a good center of gravity that makes
it easier to carry. Do not pack sharp objects in bag corners
• All crushable produce, potato chips, bakery, light bulbs, cookies, etc. must be put on
top of bags. Eggs will be placed in a separate bag and handed to the customer for
protection.
• Bleach and ammonia WILL NOT be put in bags with other groceries or packed
together.
• Make sure all items not bagged, i.e., cases of pop or beer, etc. have been rung up and
have a Berkot’s sticker.
• Put customer receipt in bag. Check to see if the customer has all items and all bags.
• Ask if the customer needs help out.
• Always be alert to bagging needs. Two baggers at one checkstand is not efficient
during high business volume times.
• Always assist in opening doors or trunk of customer’s car. Ask the customer where the
groceries are to be placed in the car.
• Try to make conversation with the customer when in route to their cars. Always
complete their visit with a sincere thank you!
C. Cashier Responsibilities
• Ring items on the bottom of the cart first and place a paid label/sticker on them. No
exchanging money with other cashiers. All change is to be purchased from the
customer service desk.
• Do NOT make change for customers at the register. If someone requests change, or
asks to swap bills like “two tens for a twenty” direct them to the store office.
• No drinking or eating is allowed at the register. No pop, water or candy.
• No idle talking among cashiers and baggers. Keep it business…
• Never use someone else’s register.
• Keep your checkstand clean and neat at all times.
• Be aware of the Employee Purchasing Policy.
• Be aware of the Employee Dress Code.
56
• If you have perishable re-shop, tell the office clerk immediately after your transaction.
They will assign someone to put it back where it goes.
• Turn in ALL coupons at the end of your shift. Do not just leave them around, they
have a value.
• Remember … This is a business. Please take it seriously.
• Make sure WICs are properly signed, within date range and the proper amount is filled
in.
• If someone leaves groceries at your register, notify the office manager upon discovery,
and write this down in the logbook.
• All returns are to be done at the office register and logged in the book.
• Purses must be kept in the designated area of the office. They are not to be kept at the
registers.
• Coats are to be kept in the breakroom or an area otherwise permitted by the Store
Manager.
• Greet all customers at your register and thank them for shopping when you are finished.
• Talk out every transaction with the customer and make sure to count back all change.
• If you do not have a bagger make sure to ask if the customer needs help out.
• Make sure you have a bagger for large orders.
• Help put the customer’s bag into their cart. They should not have to do this themselves.
• Keep busy at all times. When it is slow ask for something to do.
D. Check Cashing Policy
A customer is allowed to receive up to $30 back when writing a check and up to $50 back
when using a Debit card.
E. Liquor And Tobacco Sales Policy
• Cashiers must be at least 21 years of age to sell alcohol and use the liquor key.
• Under no circumstance may any employee under 21 be involved in an alcohol
transaction.
• If someone accidentally entered a lane that cannot sell alcohol, an employee over 21
must be called to ring up the alcohol transaction.
57
• It is Berkot’s Super Foods policy to card EVERYONE for all alcohol and tobacco sales.
• The customer must be at least 18 years of age to purchase tobacco and at least 21 to
purchase alcohol products.
• Anyone caught violating the alcohol and tobacco sales policy will be subject to
discipline up to and including termination as well as face possible criminal prosecution
and fines.
F. Damaged Merchandise - Free Samples
All samples, premiums, merit coupons, broken packages or damaged merchandise are the
property of Berkot’s Super Foods. These items are to be forwarded to the Department Head or
Store Manager. These items are NOT to be left on store shelves or in storage areas. These items
are not to be taken out of the Berkot’s stores by any employee.
G. Vendor Check-In Procedure And Back Door Security
Employees who are assigned to check in direct store delivery vendors and who have keys
to the back doors are to follow the following procedures:
• When one of the backdoors is opened or unlocked, there must be a manager or
the key carrying employee present at all times. You cannot give your keys to anyone
else the Company has not authorized to have keys. If garbage is being thrown out it is
to be done before 5:00 PM. There is no reason for the backdoors to be opened at night
unless instructed to do so by the Store Manager.
• Only authorized personnel may sign for deliveries.
• Ask the delivery person to remove any credit items (outdated, spoiled, unsalable
merchandise) from the store before new merchandise is received.
• Count items that are being removed to avoid any discrepancy and obtain a credit slip
from the delivery person.
• Count each item being delivered and compare the count to the invoice. All cases must
be opened and counted. All large orders are to be staged in one area and counted at the
same time. No partial deliveries will be allowed out of the receiving area.
• REPORT ANY DISCREPANCY WITH THE COUNT OR AN INVOICE TO THE
STORE MANAGER IMMEDIATELY.
Review the invoice for accuracy. All amounts must be extended properly. Sign and date
the invoice when it has been completed correctly by the delivery person. Under no circumstances
should the vendor be given an invoice AFTER it has been signed.
Employees are not permitted to accept any free gifts from vendors.
58
H. Emergencies
All Berkot’s employees are reminded that emergencies can occur at any time and without
warning. Employees should review the following guidelines and be prepared to act accordingly:
Burglary
• Immediately contact the Store Manager or person in charge at the time.
• Do not touch or disturb anything.
• Call the police.
Fire
• Use fire extinguisher if possible.
• Alert the Fire Department.
• Immediately alert the Store Manager or person in charge at the time. Manager should
warn customers and employees of the emergency. Assist with the orderly evacuation
of the building.
• Do not panic – keep others calm.
Holdups
• Do not Panic. Cooperate fully with the demands of the holdup person(s) and obey all
orders given. This should be done without hesitation and without doing anything to
alarm, excite or anger the holdup person(s).
• Do not make any sudden movements. Do not raise your voice. Keep your hands visible
at all times.
• Try to give small denomination bills if possible ($50 in singles looks like a lot to a
hold-up person in a hurry.
• Know where the hold-up alarms are and deploy them AT A SAFE TIME. You may
have to do this after the hold-up person has left.
• Remain calm. Concentrate on remembering the description of the holdup person.
Concentrate on facial features, dress, voice, mannerisms, hair style, facial hair, jewelry,
height, weight, any identifying marks, i.e., scars, tattoos, etc. Pay close attention to the
type of weapon being used. Try to remember accomplices, getaway vehicles, license
plate numbers, etc.
• Lock all entrance doors immediately after the hold-up person has left the store. This
prevents the person from re-entering the store if police are already outside.
59
• Under no circumstances should the employee or any employee attempt to apprehend
the holdup person(s). This action could easily endanger the lives of the employee,
customers and co-workers.
Medical
• Immediately alert the Store Manager or person in charge at the time. Have the Manager
contact Emergency Medical Services as required by the situation.
• Attempt to locate someone qualified to administer first aid if such is required.
• Wait for help to arrive.
• Report all injuries regardless of seriousness, to the Store Manager or person in charge
at the time. This applies even when medical attention is not required.
• In all emergency situations, employees are asked not to offer comments regarding
a situation or relating conditions. The Store Manager or designate will handle the
responsibilities of all communications.
Shoplifting
Whenever an employee observes a customer or another employee attempting to hide an
article of merchandise in their clothing or in a package they are carrying, the Store Manager or
manager in charge should be immediately notified. Employees should try to keep the individual
involved in sight, but under no circumstances should the employee attempt to apprehend the
offender. The Store Manager will evaluate the situation and determine the appropriate actions.
I. General Security of Information
Credit Cards
Berkot’s is committed to protecting credit card information for both its customers and
employees. As an employee of Berkot’s, you must adhere to the following procedures when
handling any payment card information.
For further details, please reference Berkot’s Super Foods Information Security Policy
“ISP” available in Human Resources a copy of which you will be required to sign indicating your
having received and understand the policy as it is the governing document for the proper handling
and securing of information.
Please note that these procedures will change over time. While changes will be
communicated to you periodically, Berkot’s reserves the right to implement changes without
notice.
What is “Credit Card Information”?
60
Cardholder data consists of the information that is part of an individual’s payment card that
carries one of the major brand logos (Visa, MasterCard, Discover, American Express, or JCB
International, Inc.)
Payment card data includes the full magnetic stripe/chip data or the Primary Account
Number (PAN) plus any of the following:
• Cardholder name
• Credit card expiration date, and/or
• Cardholder verification number (CVN)
The protection of payment card information required is based on the Payment Card
Industry (PCI) Data Security Standard. For example, the primary account number must be
encrypted during transmission and storage.
How Berkot’s Keep Credit Card Information Secure
• Berkot’s may monitor security cameras, equipment, systems and network traffic at any
time for security and maintenance reasons.
• Berkot’s may audit networks, systems, and their contents (such as e-mail) on a periodic
basis.
• All Berkot’s computers must have current anti-malware software installed and running.
How You, As A Berkot’s Employee Must Protect Information
Credit Cards
• Never write down credit or debit card numbers. Credit or debit card information must
never be kept on a computer or other electronic media (such as a flash drive) other than
an authorized Berkot's payments terminal or server.
• You must give all credit card receipts to your manager at the end of your shift.
• When manually entering credit and debit card information into a terminal, only enter
information into the correct fields.
• If you see credit card or debit card data in a place where it should not be, let your
manager or Human Resources know immediately.
• Do not publicly display credit card information, leave unattended or in an unsecured
environment.
• If a customer wants to pay for a transaction in advance (i.e. an order placed on the
phone), a manager must handle the transaction.
61
Computer Use
• Do not share your Berkot’s computer password with anyone, including family and other
household members.
• Do not use your password for any other account.
• Do not open email attachments from someone you don't know.
• Do not install software on any Berkot’s computer.
• Do not send any confidential information, such as credit card numbers, social security
numbers, etc, via email or the Internet.
• Do not post anything to a newsgroup, blog or similar website using a Berkot’s email or
using the Berkot’s name.
• Do not introduce malicious programs into the network or server (e.g., viruses, worms,
Trojan horses, e-mail bombs, etc.).
• Do not circumvent user authentication or security of any host, network or account.
• Do not access data if you are not the intended recipient.
• Do not log into a server or account that you are not expressly authorized to access.
• Do not interfere with anti-malware on any Berkot’s computer.
Personal Electronic Equipment
• You are not allowed to copy, take a picture of, or otherwise record any confidential
information.
• We may inspect any personal electronic or image recording device (such as a camera
phone) that you bring onto Berkot’s premises to determine compliance with the
Berkot’s Information Security Policy.
• If you do not want these items to be inspected, do not bring them to work.
• You are not allowed to bring personal computers, iPods or other MP3 devices, flash,
drives, external disk drives, CD/DVD burners, wireless devices or other personal
electronic devices to work or connect them to a Berkot’s computer, network or other
electronic system.
Printer, Copier, and Fax Machines
• Never print, copy, or fax any credit card information.
62
Disposal of Print and Electronic Media
• Sensitive paper documents (including customer payment card receipts) must be cross-
cut shredded. If done by a third-party, a non-disclosure agreement must be in place and
the Berkot's Information Security Policy should be followed.
• Never dispose of paper receipts in a regular trash bin.
• Sensitive information stored on electronic media on hard-disks must employ a
“shredding” mechanism capable of removing trace data on hard-disks through multiple
write iterations. When hard-disks that contained sensitive information are being
decommissioned physical hard-disk platter destruction is required; if done by a third-
party the process detailed in the Berkot’s Information Security Policy should be
followed.
• This would primarily apply to the destruction of store systems containing cardholder
data.
VIOLATIONS AND REPORTING
If you witness or suspect a violation of these procedures, you must immediately let your
manager or Human Resources know.
ANY EMPLOYEE FOUND TO HAVE VIOLATED THESE PROCEDURES MAY BE
SUBJECT TO DISCIPLINARY ACTION, UP TO AND INCLUDING TERMINATION OF
EMPLOYMENT.
All Berkot’s employees must review and sign the Berkot’s Information Security Policy
acknowledgement form.
63
QUESTIONS
Any questions concerning Berkot’s credit-card security procedures should be directed to
the contact listed below or refer to the governing Information Security Policy for further details.
Contact:
Trent Senne
Director of IT
708-675-7547
64
X. CERTIFICATE OF RECEIPT
I acknowledge that I have received a copy of Berkot’s Super Foods Employee Handbook,
updated as of January, 2017. I am responsible for reading and abiding by the policies and
procedures contained in this Handbook. I agree that if there is any policy or provision in the
Handbook that I do not understand, I will seek clarification from the Human Resources
Department. I understand that this Handbook is solely for the purpose of summarizing the
Company’s current policies, benefits and rules, and that it is not a contract or enforceable promise
or guarantee of any kind , whether of employment or of any specific terms or conditions of
employment, benefits or procedural rights. I also understand that these policies and procedures
are continually evaluated and may be amended, modified or eliminated at any time with or without
advance notice.
I understand that my employment with the Company is at-will, and can be terminated either
by me or by the Company at any time, for any reason, with or without notice. Please sign and date
this Receipt and return it to your Human Resources Representative. A copy of this Receipt shall
be kept in your personnel file.
Date:
Signature:
Print Name: