TABLE OF CONTENTS
SECTION 1: INTRODUCTION 1.1 Changes in Policy 1.2 Employment Applications 1.3 Employment Relationship 1.4 At Will Employment
SECTION 2: DEFINITIONS OF EMPLOYEE STATUS 2.1 “Employees” Defined
SECTION 3: EMPLOYMENT POLICIES 3.1 Non-Discrimination 3.2 Non-Disclosure/Confidentiality 3.3 New Employee Orientation 3.4 Probationary Period for New Employees 3.5 Business Hours 3.6 Lunch Periods 3.7 Break Periods 3.8 Personnel Files 3.9 Personnel Data Changes 3.10 Inclement Weather/Emergency Closings 3.11 Employee Performance Review and Planning Sessions 3.12 Outside Employment 3.13 Corrective Action 3.14 Employment Termination 3.15 Safety 3.16 Health Related Issues 3.17 Employee Requiring Medical Attention 3.18 Building Security 3.19 Insurance on Personal Effects 3.20 Supplies, Expenditures; Obligating the Company 3.21 Expense Reimbursement 3.22 Immigration Law Compliance 3.23 Americans with Disabilities Act Compliance 3.24 Anti-Retaliation Policy 3.25 Conflict of Interest Policy
SECTION 4: STANDARDS OF CONDUCT 4.1 Attendance/Punctuality 4.2 Absence Without Notice 4.3 Harassment, including Sexual Harassment 4.4 Substance Abuse 4.5 Dress Code Policy 4.6 Firearm Policy
SECTION 5: WAGE AND SALARY POLICIES 5.1 Wage or Salary Increases 5.2 Timekeeping 5.3 Overtime 5.4 Paydays
SECTION 6: BENEFITS AND SERVICES 6.1 Social Security/Medicare 6.2 401K Retirement Savings 6.3 Paid Time Off 6.4 Sick Leave 6.5 Record Keeping 6.6 Holidays 6.7 Jury Duty/Military Leave 6.8 Remote Work 6.9 Training and Professional Development 6.10 Workers Compensation Policy
SECTION 7: HANDBOOK ACKNOWLEDGEMENT
This Handbook is designed to acquaint you with Weygand and provide you with information about working conditions, benefits, and policies affecting your employment.
The information contained in this Handbook applies to all employees of Weygand. Following the policies described in this Handbook is considered a condition of continued employment.
However, nothing in this Handbook alters an employee’s status. The contents of this Handbook shall not constitute nor be construed as a promise of employment or as a contract between the Company and any of its employees. The Handbook is a summary of our policies, which are presented here only as a matter of information.
You are responsible for reading, understanding, and complying with the provisions of this Handbook. Our objective is to provide you with a work environment that is constructive to both personal and professional growth.
This Handbook supersedes all previous employee Handbooks and memos that may have been issued from time to time on subjects covered in this Handbook.
However, since our business and our organization are subject to change, we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice all or any part of our policies, procedures, and benefits at any time. We will notify all employees of these changes. Changes will be effective on the dates determined by the Company, and after those dates, all superseded policies will be null.
No individual supervisor or manager has the authority to change policies at any time. If you are uncertain about any policy or procedure, speak with your direct supervisor.
We rely upon the accuracy of information contained in the employment application and 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 exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
You enter into employment voluntarily, and you are free to resign at any time for any reason or no reason. Similarly, Weygand is free to conclude its relationship with any employee at any time for any reason or no reason.
Under federal and state law, Weygand has the right to terminate the employment relationship at any time, with or without cause or advance notice, and an employee may resign at any time. This employment “at will” relationship will remain in effect throughout employment with the Company. This employment “at-will” relationship may not be modified by any form of oral or implied agreement. No Weygand leader, supervisor or representative has the authority to alter this relationship to create an oral or implied contract for and/or a guarantee of continued employment.
An “employee” of Weygand is a person who regularly works for Weygand on a wage or salary basis. “Employees” may include exempt, non-exempt, regular full-time, regular part-time, and temporary persons, and others employed with the Company who are subject to the control and direction of Weygand in the performance of their duties.
Exempt — Employees whose positions meet specific criteria established by the Fair Labor Standards Act (FLSA) and who are exempt from overtime pay requirements.
Non-Exempt — Employees whose positions do not meet FLSA criteria and who are paid one and one-half their regular rate of pay for hours worked in excess of 40 hours per week.
Regular Full-Time — Employees who have completed the 60-day probationary period and who are regularly scheduled to work 32 or more hours per week. Generally, they are eligible for the Company’s benefit package, subject to the terms, conditions, and limitations of each benefit program.
Regular Part-Time — Employees who have completed the 60-day probationary period and who are regularly scheduled to work less than 32 hours per week. Regular part-time employees are eligible for some benefits sponsored by the Company, subject to the terms, conditions, and limitations of each benefit program.
Temporary (Full-Time or Part-Time) — Those whose performance is being evaluated to determine whether further employment in a specific position or with the Company is appropriate or individuals who are hired as interim replacements to assist in the completion of a specific project or for vacation relief. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status until they are notified of a change. They are not eligible for any of the Company’s benefit programs.
Probationary Period for New Employees — A new employee whose performance is being evaluated to determine whether further employment in a specific position or with Weygand is appropriate. When an employee completes the probationary period, the employee will be notified of his/her new status with Weygand.
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Weygand will be based on merit, qualifications, and abilities. Weygand does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age or disability.
Weygand will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.
The protection of confidential business information and trade secrets is vital to the interests and success of Weygand. Such confidential information includes, but is not limited to, the following examples:
All employees are required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information.
Onboarding is a formal welcoming process that is designed to make the new employee feel comfortable, informed about the company, and prepared for their position. New employee onboarding is conducted by a Human Resources representative, and includes an overview of the company history, an explanation of the company core values, vision, and mission, and company goals and objectives. In addition, the new employee will be given an overview of benefits, tax, and legal issues, and complete any necessary paperwork.
Employees are presented with all codes, keys, and procedures needed to navigate within the workplace. The new employee’s supervisor then introduces the new hire to staff throughout the company, reviews their job description and scope of position, explains the company’s evaluation procedures, and helps the new employee get started on specific functions.
The probationary period for regular full-time and regular part-time employees lasts at least 60 days from date of hire. During this time, employees have the opportunity to evaluate Weygand as a place to work, and management has an opportunity to evaluate the employee. During this introductory period, both the employee and the Company have the right to terminate employment without advance notice. Additionally, Weygand reserves the right to extend this probationary period if additional time is necessary to evaluate an employee’s fittedness for the position.
All employees, regardless of classification or length of service, are expected to meet and maintain Company standards for job performance and behavior (See Section 4, Standards of Conduct).
Weygand office is open for business from 8:00 a.m. to 5:00 p.m. Monday through Friday, except for Holidays (See Section 6.6, Holidays).
The standard workweek is 40 hours of work (see Section 5.3, Overtime).
Weygand provides for employees to break during production activities for 15 minutes in the morning and 15 minutes in the afternoon.
If employees have unexpected personal business to take care of, they must notify their direct supervisor to discuss time away from work and make provisions as necessary. Personal business should be conducted on the employee’s own time.
Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.
Employee personnel files include the following: job offer letter, job description, resume, records of participation in training events, salary history, records of disciplinary action and documents related to employee performance reviews, coaching, and mentoring.
Personnel files are the property of Weygand, and access to the information is restricted. Management personnel of Weygand who have a legitimate reason to review the file are allowed to do so.
Employees who wish to review their own file should contact their supervisor. With reasonable advance notice, the employee may review his/her personnel file in Company’s office and in the presence of their supervisor or Human Resources Representative.
It is the responsibility of each employee to promptly notify their supervisor of any changes in personnel data such as:
An employee’s personnel data should be accurate and current at all times.
At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. The decision to close the office will be made by the managers. When the decision is made to close the office, employees will receive official notification from their supervisors.
Time off from scheduled work due to emergency closings will be unpaid for all non-exempt employees. However, if employees would like to be paid, they are permitted to use vacation time if it is available to them.
Supervisors have the right to conduct performance reviews and planning sessions with all regular full-time and regular part-time employees at any time.
Performance reviews and planning sessions are designed for the supervisor and the employee to discuss his/her current job tasks, encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals. Together, employee and supervisor discuss ways in which the employee can accomplish goals or learn new skills. The planning sessions are designed for the employee and his/her supervisor to make and agree on new goals, skills, and areas for improvement.
Weygand directly links wage and salary increases with performance. Your performance review and planning sessions will have a direct effect on any changes in your compensation. For this reason, among others, it is important to prepare for these reviews carefully, and participate in them fully.
New employees will be reviewed at the end of their probationary periods (see Section 3.4, Probationary Period for New Employees). After the initial review, the employee can be reviewed at any time.
Employees may hold outside jobs in non-related businesses or professions as long as the employee gets it approved by their supervisor and continues to meet the performance standards of their job description with Weygand. Decisions about outside employment approval are at the discretion of Weygand and the employee’s supervisor. Unless an alternative work schedule has been approved by Weygand, employees will be subject to the company’s scheduling demands, regardless of any existing outside work assignments.
Weygand physical and intellectual property, equipment, and materials are not to be used for outside employment.
Weygand holds each of its employees to certain work rules and standards of conduct (see Section 4). When an employee deviates from these rules and standards, Weygand expects the employee’s supervisor to take corrective action.
Corrective action at Weygand is progressive. That is, the action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or violation is corrected.
The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally termination of employment. In deciding which initial corrective action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record.
Though committed to a progressive approach to corrective action, Weygand considers certain rule infractions and violations of standards as grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, the use of company equipment and/or company vehicles without prior authorization by supervisors of Weygand, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of Weygand to a customer, a prospective customer, the general public, or an employee.
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:
When an employee intends to terminate his/her employment with Weygand he/she shall give Weygand at least two (2) weeks written notice.
Since employment with Weygand is based on mutual consent, both the employee and Weygand have the right to terminate employment at will, with or without cause during the Probationary Period for New Employees (See Section 3.4, Probationary Period for New Employees).
Any employee who terminates employment with Weygand shall return all company provided equipment/tools, files, records, keys, and any other materials that are property of Weygand. No final settlement of an employee’s pay will be made until all items are returned in appropriate condition.
The cost of replacing non-returned items will be deducted from the employee’s final paycheck. Furthermore, any outstanding financial obligations owed to Weygand also be deducted from the employee’s final check.
Employee’s benefits will be affected by employment termination in the following manner. All accrued vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense (See Section 6, Benefits) if the employee elects to do so. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations.
Each employee is expected to obey common safety practices and exercise caution and common sense in all work activities. Employees must immediately report any unsafe conditions to their supervisor. Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report, or where appropriate, remedy such situations, may be subject to disciplinary action including termination of employment.
In the case of an accident that results in injury, regardless of how insignificant the injury may appear, employees should notify their supervisor (See Section 3.17, Employee Requiring Medical Attention).
Employees who become aware of any health-related issue, including pregnancy, should notify their supervisor of health status. This policy has been instituted strictly to protect the employee. A written “permission to work” from the employee’s doctor is required at the time or shortly after notice has been given. The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.
A leave of absence may be granted on a case-by-case basis. If the need arises for a leave of absence, employees should notify their supervisor.
In the event an employee requires medical attention, whether injured or becoming ill while at work, the employee’s personal physician must be notified immediately. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility. If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible for any transportation charges. Furthermore, Weygand’ employees will not be responsible for transportation of another employee due to liabilities that may occur. A physician’s “return to work” notice may be required.
All employees who are issued keys to the office are responsible for their safekeeping. The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked, the alarm system is armed, thermostats are set on appropriate evening and/or weekend setting, and all appliances and lights are turned off with exception of the lights normally left on for security purposes.
All employees should be sure that their own personal insurance policies cover the loss of anything occasionally left at the office. Weygand assumes no risk for any loss or damage to personal property.
Only authorized persons may purchase supplies in the name of Weygand. No employee whose regular duties do not include purchasing shall incur any expense on behalf of Weygand or bind Weygand by any promise or representation without written approval.
Expenses incurred by an employee must have prior approval by a supervisor. An example of such an expense would include mileage.
All completed reimbursement request forms should be turned in to supervisor.
Weygand employs only United States citizens and those non-U.S. citizens authorized to work in the United States in compliance with the Immigration Reform and Control Act of 1986. Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.
Former employees who are rehired must also complete the form if they have not completed an I-9 with Weygand within the past three years or if their previous I-9 is no longer retained or valid.
We are committed to complying with all provisions of the Americans with Disabilities Act (ADA). We recognize the importance of providing equal employment opportunities to qualified individuals with disabilities and ensuring a workplace free from discrimination.
Retaliation against any employee who requests an accommodation or participates in the accommodation process is prohibited. Employees who believe they have been subjected to retaliation should report such conduct to the HR department.
We maintain a zero-tolerance policy towards conflicts of interest. A conflict of interest arises when an employee’s personal interests clash with their responsibilities to the company. This could include financial interests in competing businesses, outside employment that conflicts with their role here, or accepting gifts that could influence decision-making.
To maintain transparency and integrity, all employees are required to disclose any conflicts of interest to their supervisor or the HR department as soon as they become aware of them. Upon disclosure, we will assess the situation and take appropriate action, such as adjusting responsibilities or removing involvement from related decisions.
We treat all disclosures with strict confidentiality, ensuring that sensitive information is handled discreetly while resolving the conflict effectively. Non-compliance with this policy may result in disciplinary action, including termination of employment.
To ensure ongoing compliance and effectiveness, this policy will be periodically reviewed and updated as necessary.
This policy serves to uphold our commitment to ethical conduct and maintain the trust of our clients, partners, and stakeholders.
The work rules and standards of conduct for Weygand are important, and the Company regards them seriously. All employees are urged to become familiar with these rules and standards. In addition, employees are expected to follow the rules and standards faithfully in doing their own jobs and conducting the Company’s business. Please note that any employee who deviates from these rules and standards will be subject to corrective action, up to and including termination of employment (see Section 3.13, Corrective Action).
While not intended to list all the forms of behavior that are considered unacceptable in the workplace, the following are examples of rule infractions or misconduct that may result in disciplinary action, including termination of employment.
The Company expects that every employee will be regular and punctual in attendance. This means being in the office (or at company computer if remote), ready to work, at their starting time each day.
Absenteeism and tardiness places a burden on other employees and on the Company. If you are unable to report for work for any reason, notify your supervisor before regular starting time. You are responsible for speaking directly with your supervisor about your absence. It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies. In the case of leaving a voice-mail message, a follow-up call must be made later that day.
Should undue tardiness become apparent, disciplinary action may be required.
If there comes a time when you see that you will need to work some hours other than those that make up your usual work week, notify your supervisor at least two working days in advance. Each request for special work hours will be considered separately, in light of the employee’s needs and the needs of the Company. Such requests may or may not be granted.
When you are unable to work owing to illness or an accident, please notify your supervisor. This will allow the Company to arrange for temporary coverage of your duties and helps other employees to continue work in your absence. If you do not report for work and the Company is not notified of your status, it will be assumed after two consecutive days of absence that you have resigned, and you will be removed from the payroll.
If you become ill while at work or must leave the office for some other reason before the end of the workday, be sure to inform your supervisor of the situation.
Weygand is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. If you believe you have been the victim of harassment, or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal.
Any supervisor who becomes aware of possible harassment should promptly advise their supervisor or Owners of Weygand who will handle the matter in a timely and confidential manner.
The Company is committed to providing a safe and productive workplace for its employees. In keeping with this commitment, the following rules regarding alcohol and drugs of abuse have been established for all staff members, regardless of rank or position, including both regular and temporary employees. The rules apply during working hours to all employees of the Company while they are on Company premises or elsewhere on Company business.
The following are prohibited:
So that there is no question about what these rules signify, please note the following definitions:
Company property: All Company owned or leased property used by employees.
Controlled substance of abuse: Any substance listed in Schedules I-V of Section 202 of the Controlled Substance Act, as amended.
Drug: Any chemical substance that produces physical, mental, emotional, or behavioral change in the user.
Drug paraphernalia: Equipment, a product, or material that is used or intended for use in concealing an illegal drug, or otherwise introducing into the human body an illegal drug or controlled substance.
Illegal drug: a. Any drug or derivative thereof whose use, possession, sale, transfer, attempted sale or transfer, manufacture, or storage is illegal or regulated under any federal, state, or local law or regulation. b. Any drug, including — but not limited to — a prescription drug, used for any reason other than that prescribed by a physician. c. Inhalants used illegally.
Under the influence: A state of not having the normal use of mental or physical faculties resulting from the voluntary introduction into the body of an alcoholic beverage, drug, or substance of abuse.
Consistent with the rules listed above, any of the following actions constitutes a violation of the Company’s policy on drugs and may subject an employee to disciplinary action, up to and including immediate termination.
Any employee suspected of violating the stated policy may be subjected to a drug test at any time.
Our dress code policy ensures a professional appearance that aligns with our values. Employees are expected to dress neatly and professionally. For special events like client meetings or formal occasions, business professional attire may be required. Safety considerations mandate specific attire in certain roles or environments to ensure employee well-being. While we value individuality, attire should avoid being overly casual, revealing, offensive, or distracting. Accommodations for religious beliefs, medical conditions, or other legitimate reasons are considered upon request. Supervisors are responsible for enforcing the policy, and violations may result in corrective action. Regular reviews by the HR department ensure the policy’s relevance and effectiveness. Employees with questions or concerns can reach out to HR for clarification or assistance.
Ensuring the safety of our employees and visitors is paramount. To maintain a secure work environment, firearms, including handguns, rifles, and shotguns, are strictly prohibited on company premises and during company-related activities. This prohibition applies to all individuals, with the exception of authorized security personnel or on-duty law enforcement officers with prior management approval. Employees are also prohibited from carrying concealed firearms, even with permits, while on company premises. Violation of this policy may lead to disciplinary action, up to and including termination, and may also result in legal consequences. We regularly review this policy to ensure its effectiveness and compliance with applicable laws and regulations. If employees have any questions or concerns regarding this policy, they are encouraged to contact the HR department for clarification.
Each employee’s hourly wage or annual salary will be reviewed at least once each year. The employee’s review date will usually be conducted on or about the anniversary date of employment or the date of the previous compensation review. Such reviews may be conducted more frequently for a newly created position or based on a recent promotion.
Increases will be determined on the basis of performance, adherence to company policies and procedures, and ability to meet or exceed duties per job description and achieve performance goals (See Section 3.11, Performance Review/Planning Sessions).
Employees are responsible for clocking in and out of work for tracking work hours for compensation. Accurately recording time worked is the responsibility of every employee.
Authorized personnel will review time records each week. Any changes to an employee’s time record must be approved by his/her supervisor. Questions regarding the timekeeping system should be directed to the supervisor. Weygand does not pay for extended breaks or time spent on personal matters. Consistent failure to properly tracking hours could result in disciplinary action. Remaining clocked in intentionally longer than actual time worked will result in disciplinary action including potential for termination.
All overtime work performed by an hourly employee must receive the supervisor’s prior authorization.
Overtime worked without prior authorization from the supervisor may result in disciplinary action and/or including forfeiture of overtime pay.
In addition, vacation time does not constitute hours worked.
All employees are paid weekly. In the event that a regularly scheduled payday falls on a weekend or holiday, employees will receive pay on the next day of operation.
Paychecks will be deposited directly into an employee’s bank account.
Weygand offers a benefits program for its regular full-time and regular part-time employees. However, the existence of these programs does not signify that an employee will necessarily be employed for the required time necessary to qualify for the benefits included in and administered through these programs.
Weygand withholds income tax from all employees’ earnings and participates in FICA (Social Security) and Medicare withholding and matching programs as required by law.
Weygand offers the opportunity to set aside retirement savings through the provision of a 401k savings plan.
With the desire of supporting employees in saving for retirement, Weygand offers 401k matching. The HR representative can help you in the setup of this plan.
Paid Time Off (PTO) is available to regular full-time employees following their two (2) month probationary period.
A maximum of 40 hours paid vacation may be carried over from one calendar year to the next. However, no more than one week of vacation may be taken at one time, except under extraordinary circumstances. Requests for more than one week of vacation should be in writing at least sixty 60 days prior to the beginning of the requested vacation period. Generally, PTO should be requested at least a week in advance if possible.
Paid Sick Leave is available to regular full-time employees following their two (2) month probationary period. Earned sick leave requires documentation from an appropriate medical professional.
A maximum of 40 hours paid sick leave may be carried over from one calendar year to the next. Unlike PTO, these hours do not require advance notice. Upon the onset of the condition requiring sick leave, the employee is required to notify their supervisor to minimize the disruption of their absence. Planned sick leave that meets PTO advance notice requirements can utilize PTO hours.
The Supervisor maintains vacation days accrued and used. Each employee is responsible for verifying his/her pay stub to make sure the correct number of hours appear.
Weygand observes the following paid holidays per year for all employees:
Floating holidays can be worked by the employee (standard pay schedule) and taken on an alternate pre-approved day instead.
Upon termination, unused earned vacation will be paid in a lump sum in the employee’s final paycheck.
Employees will be granted time off to serve on a jury or military leave without pay. However, all regular employees both full-time or part-time will be kept on the active payroll until their civic duties have been completed. A copy of the jury duty summons and all other associated paperwork are required for the personnel file.
If an employee has the need to work from an office space other than his/her normal reporting location, this opportunity can be granted by the manager.
Weygand recognizes the value of professional development and personal growth for employees. Therefore, Weygand encourages its employees who are interested in continuing education and job specific training to research these further and get approval before signing up for the seminars or courses.
Our workers’ compensation policy ensures that employees receive necessary support in the event of work-related injuries or illnesses. Coverage extends to incidents occurring on our premises, during work-related activities off-site, or while traveling for business purposes. Prompt reporting of injuries to a supervisor within 24 hours is essential to initiate medical care and file a claim efficiently. Employees are encouraged to seek treatment from a healthcare provider, highlighting the injury’s work-related nature. We assist employees in filing claims promptly upon notification of a work-related incident, ensuring compliance with relevant regulations. Accommodations are made for employees with restrictions to facilitate a safe return to work. Confidentiality is paramount, with information shared only on a need-to-know basis. Retaliation against employees reporting injuries or filing claims is strictly prohibited.
Employee Statement of Acknowledgement — Receipt of Employee Handbook
This statement is to acknowledge that I have received a copy of Weygand’s Employee Handbook. I understand that it provides guidelines and summary information about Weygand’s personnel policies and procedures concerning employment, compensation, workplace guidelines, benefits, performance standards, and salary and wage administration. I also understand that it is my responsibility to read, understand, become familiar with, and comply with the guidelines that have been established.
I further understand that Weygand reserves the right to modify, supplement, rescind, or revise any of these guidelines from time to time, with or without notice, as they deem necessary or appropriate.
I also acknowledge that my employment may be terminated at any time with or without cause or advance notice, and that this employment “at will” relationship will remain in effect throughout my employment with Weygand. I further acknowledge that this employment “at will” relationship may not be modified by any oral or implied agreement.
I further understand and acknowledge that this Employee Handbook and any parts of its contents in no way, shape, or form create any contract of employment.