Company Policy Manual

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Employment Manual Version Control

Date	Revision	Bulletin	Author	Change Description
06/01/2005	1	X	Bill Hennessey	New Implementation
12/16/2006	2	X	Bill Hennessey	Policy Changes
06/06/207	3	X	Bill Hennessey	Address Change

 

 

 

Bulletin - A Bulletin is a temporary change to an existing policy or procedure and has an expiration date to be removed from the manual. Bulletins will be highlighted.

 

Note   TransFloridian, at its option, may change, delete, suspend, or discontinue parts or the policy in its entirety, at any time without prior notice. These changes will be reflected in Red and a Revision will be issued.

 

 

TABLE OF CONTENTS

 TOC \o "1-5" \h \z \u 1     INTRODUCTION. PAGEREF _Toc154304188 \h 8

1.1...... Welcome. PAGEREF _Toc154304189 \h 8

1.2...... History. PAGEREF _Toc154304190 \h 8

1.3...... Changes in Policy. PAGEREF _Toc154304191 \h 8

2     EMPLOYEE DEFINITION AND STATUS. PAGEREF _Toc154304192 \h 10

2.1...... Employment Classification. PAGEREF _Toc154304193 \h 10

2.2...... Probationary Period for New Employees. PAGEREF _Toc154304194 \h 10

2.3...... Job Descriptions. PAGEREF _Toc154304195 \h 11

3     COMPANY TRAINING REQUIREMENTS. PAGEREF _Toc154304196 \h 12

3.1...... Orientation. PAGEREF _Toc154304197 \h 12

3.2...... Initial Training. PAGEREF _Toc154304198 \h 12

3.3...... Annual Recurrent Training. PAGEREF _Toc154304199 \h 12

3.4...... Examinations and Evaluations. PAGEREF _Toc154304200 \h 12

3.5...... Retake Policy. PAGEREF _Toc154304201 \h 13

3.6...... Training Compensation. PAGEREF _Toc154304202 \h 13

3.7...... Training Attire. PAGEREF _Toc154304203 \h 13

3.8...... Training Conduct PAGEREF _Toc154304204 \h 13

4     EMPLOYMENT POLICIES. PAGEREF _Toc154304205 \h 14

4.1...... Equal Employment Opportunity. PAGEREF _Toc154304206 \h 14

4.2...... Affirmative Action/Diversity. PAGEREF _Toc154304207 \h 14

4.3...... Americans with Disabilities Act PAGEREF _Toc154304208 \h 14

4.4...... Immigration Law Compliance. PAGEREF _Toc154304209 \h 14

4.5...... Employee Background Check. PAGEREF _Toc154304210 \h 15

4.6...... Criminal Records. PAGEREF _Toc154304211 \h 15

4.7...... Company Seniority Date. PAGEREF _Toc154304212 \h 15

4.8...... Occupational Seniority Date. PAGEREF _Toc154304213 \h 15

4.9...... New Employee Orientation. PAGEREF _Toc154304214 \h 15

4.10      Personnel Records and Administration. PAGEREF _Toc154304215 \h 16

4.11      Change of Personal Data. PAGEREF _Toc154304216 \h 16

4.12      Safety. PAGEREF _Toc154304217 \h 16

4.13      Building Security. PAGEREF _Toc154304218 \h 16

4.14      Personal Property. PAGEREF _Toc154304219 \h 17

4.15      Personal Financial Matters. PAGEREF _Toc154304220 \h 17

4.16      Health-related Issues. PAGEREF _Toc154304221 \h 17

4.17      Employee Requiring Medical Attention. PAGEREF _Toc154304222 \h 17

4.18      Visitors in the Workplace. PAGEREF _Toc154304223 \h 17

4.19      Employment of Relatives. PAGEREF _Toc154304224 \h 18

4.20      Weather-related and Emergency-related Closings. PAGEREF _Toc154304225 \h 18

5     STANDARDS OF CONDUCT. PAGEREF _Toc154304226 \h 19

5.1...... General Guidelines. PAGEREF _Toc154304227 \h 19

5.2...... Rules of Conduct PAGEREF _Toc154304228 \h 19

5.3...... Attendance and Punctuality. PAGEREF _Toc154304229 \h 22

5.4...... Attendance Occurrences. PAGEREF _Toc154304230 \h 22

5.5...... Work Schedule. PAGEREF _Toc154304231 \h 23

5.6...... Monthly Bidding. PAGEREF _Toc154304232 \h 23

5.7...... Absence and Lateness. PAGEREF _Toc154304233 \h 23

5.8...... Unscheduled Absence. PAGEREF _Toc154304234 \h 23

5.9...... Meal and Break Periods. PAGEREF _Toc154304235 \h 23

5.10      Harassment Policy. PAGEREF _Toc154304236 \h 24

5.11      Sexual Harassment Policy. PAGEREF _Toc154304237 \h 24

5.12      Violence in the Workplace. PAGEREF _Toc154304238 \h 24

5.13      Confidential Information and Nondisclosure. PAGEREF _Toc154304239 \h 24

5.14      Ethical Standards. PAGEREF _Toc154304240 \h 24

5.15      Dress Code. PAGEREF _Toc154304241 \h 25

5.16      Appearance Standards. PAGEREF _Toc154304242 \h 25

5.17      Use of Equipment PAGEREF _Toc154304243 \h 25

5.18      Use of Company Vehicles. PAGEREF _Toc154304244 \h 26

5.19      Use of Computer, Phone, and Mail PAGEREF _Toc154304245 \h 26

5.20      Headquarter Computer Log In. PAGEREF _Toc154304246 \h 26

5.21      Use of Internet PAGEREF _Toc154304247 \h 26

5.22      Use of Computer Software. PAGEREF _Toc154304248 \h 26

5.23      Smoking Policy. PAGEREF _Toc154304249 \h 27

5.24      Alcohol and Substance Abuse. PAGEREF _Toc154304250 \h 27

5.25      Gifts. PAGEREF _Toc154304251 \h 27

5.26      Solicitations and Distributions. PAGEREF _Toc154304252 \h 27

5.27      Complaint Procedure. PAGEREF _Toc154304253 \h 27

5.28      Corrective Procedure. PAGEREF _Toc154304254 \h 28

5.29      Pending Investigations. PAGEREF _Toc154304255 \h 29

5.30      Transfer Policy. PAGEREF _Toc154304256 \h 29

5.31      Outside Employment PAGEREF _Toc154304257 \h 29

5.32      Employment Termination/Resignation. PAGEREF _Toc154304258 \h 29

5.33      Exit Interview. PAGEREF _Toc154304259 \h 29

5.34      Return of Company Property. PAGEREF _Toc154304260 \h 30

6     COMPENSATION POLICIES. PAGEREF _Toc154304261 \h 31

6.1...... Base Compensation. PAGEREF _Toc154304262 \h 31

6.2...... Performance Bonuses. PAGEREF _Toc154304263 \h 31

6.3...... Employee Ownership. PAGEREF _Toc154304264 \h 31

6.4...... Timekeeping Procedures. PAGEREF _Toc154304265 \h 31

6.5...... Overtime Pay. PAGEREF _Toc154304266 \h 31

6.6...... Payroll and Paydays. PAGEREF _Toc154304267 \h 32

6.7...... Performance and Salary Reviews. PAGEREF _Toc154304268 \h 32

6.8...... Opportunities for Advancement—Progression and Promotion. PAGEREF _Toc154304269 \h 32

6.9...... Employee Referral Program.. PAGEREF _Toc154304270 \h 33

6.10      Ghost Ride Program.. PAGEREF _Toc154304271 \h 33

7     GROUP HEALTH AND RELATED BENEFITS. PAGEREF _Toc154304272 \h 34

7.1...... Benefits Summaries and Eligibility. PAGEREF _Toc154304273 \h 34

7.2...... Health Insurance. PAGEREF _Toc154304274 \h 34

7.3...... Dental Insurance. PAGEREF _Toc154304275 \h 34

7.4...... Visual Care Insurance. PAGEREF _Toc154304276 \h 34

7.5...... Disability Insurance. PAGEREF _Toc154304277 \h 34

7.6...... Life, Accidental Death, and Dismemberment Insurance. PAGEREF _Toc154304278 \h 34

7.7...... COBRA Notification. PAGEREF _Toc154304279 \h 34

7.8...... Pre-tax Deductions for Expenses. PAGEREF _Toc154304280 \h 35

7.9...... Worker’s Compensation. PAGEREF _Toc154304281 \h 35

7.10      Unemployment Compensation. PAGEREF _Toc154304282 \h 35

7.11      Social Security. PAGEREF _Toc154304283 \h 35

7.12      Retirement Plans and Stock Options. PAGEREF _Toc154304284 \h 35

7.13      Educational Assistance. PAGEREF _Toc154304285 \h 35

7.14      Training and Professional Development PAGEREF _Toc154304286 \h 36

8     TIME-OFF BENEFITS. PAGEREF _Toc154304287 \h 37

8.1...... Holiday Policy. PAGEREF _Toc154304288 \h 37

8.2...... Vacation Time. PAGEREF _Toc154304289 \h 37

8.3...... Sick Leave. PAGEREF _Toc154304290 \h 38

8.4...... Sick Leave Buy Out PAGEREF _Toc154304291 \h 38

8.5...... Bereavement Leave. PAGEREF _Toc154304292 \h 38

8.6...... Jury Duty. PAGEREF _Toc154304293 \h 39

8.7...... Maternity Leaves of Absence. PAGEREF _Toc154304294 \h 39

8.8...... Military Reserves or National Guard Leaves of Absence. PAGEREF _Toc154304295 \h 39

8.9...... Family/Medical Leaves of Absence. PAGEREF _Toc154304296 \h 39

8.10      Extended Disability Leaves. PAGEREF _Toc154304297 \h 39

8.11      Uniformed Services Employment and Reemployment PAGEREF _Toc154304298 \h 40

8.12      Personal Leaves of Absence. PAGEREF _Toc154304299 \h 40

9     EXPENSES. PAGEREF _Toc154304300 \h 41

9.1...... Introduction. PAGEREF _Toc154304301 \h 41

9.2...... Company Supplies, Other Expenditures. PAGEREF _Toc154304302 \h 41

9.3...... Expense Reimbursement PAGEREF _Toc154304303 \h 41

9.4...... Relocation. PAGEREF _Toc154304304 \h 41

9.5...... Parking. PAGEREF _Toc154304305 \h 42

10   EMPLOYEE COMMUNICATIONS. PAGEREF _Toc154304306 \h 43

10.1      Open Communication. PAGEREF _Toc154304307 \h 43

10.2      Staff Meetings. PAGEREF _Toc154304308 \h 43

10.3      Bulletin Boards. PAGEREF _Toc154304309 \h 43

10.4      Newsletters. PAGEREF _Toc154304310 \h 43

10.5      Suggestions. PAGEREF _Toc154304311 \h 44

10.6      Employee Hotline. PAGEREF _Toc154304312 \h 44

10.7      Employee Web Portal PAGEREF _Toc154304313 \h 44

11   Drug and Alcohol Policy. PAGEREF _Toc154304314 \h 45

11.1      Introduction. PAGEREF _Toc154304315 \h 45

11.2      Policy. PAGEREF _Toc154304316 \h 45

11.3      Drug Use, Sale, and Possession. PAGEREF _Toc154304317 \h 45

11.4      On-Duty Drug Usage. PAGEREF _Toc154304318 \h 46

11.5      Off-Duty Drug Usage. PAGEREF _Toc154304319 \h 46

11.6      Arrest for Drug Related Offenses. PAGEREF _Toc154304320 \h 46

11.7      Types of Illegal Drugs. PAGEREF _Toc154304321 \h 46

11.8      Types of Tests. PAGEREF _Toc154304322 \h 47

11.9      Refusal to Test PAGEREF _Toc154304323 \h 48

11.10    Confirmed Positive Tests. PAGEREF _Toc154304324 \h 48

11.11    Confidentiality. PAGEREF _Toc154304325 \h 48

11.12    Laboratory Procedures. PAGEREF _Toc154304326 \h 49

11.13    Tests for Drugs. PAGEREF _Toc154304327 \h 49

11.14    Medical Review Officer PAGEREF _Toc154304328 \h 50

11.15    Explanation / Challenging Results. PAGEREF _Toc154304329 \h 50

11.16    Documentation of Reasonable Suspicion. PAGEREF _Toc154304330 \h 51

11.17    Additional Rights and Responsibilities. PAGEREF _Toc154304331 \h 51

11.18    Employee Assistance Program.. PAGEREF _Toc154304332 \h 51

12   OFFICE ADMINSTRATION. PAGEREF _Toc154304333 \h 52

12.1      Telephone Etiquette. PAGEREF _Toc154304334 \h 52

12.2      Voice Mail PAGEREF _Toc154304335 \h 52

12.3      Office Phone Set Up. PAGEREF _Toc154304336 \h 52

12.4      Bomb Threat Checklist PAGEREF _Toc154304337 \h 53

12.5      Company E-mail PAGEREF _Toc154304338 \h 53

12.6      E-mail Signatures. PAGEREF _Toc154304339 \h 53

12.7      Company Approved Fonts. PAGEREF _Toc154304340 \h 53

12.8      Weekly Meetings. PAGEREF _Toc154304341 \h 53

12.9      Situation Board. PAGEREF _Toc154304342 \h 54

12.10    Mailboxes. PAGEREF _Toc154304343 \h 54

13   ACKNOWLEDGMENT. PAGEREF _Toc154304344 \h 55

 

1                   INTRODUCTION

This manual has been developed by Employee Services in order to familiarize employees with TransFloridian and provide information about working conditions, key policies, procedures, and benefits affecting employment at TransFloridian.

1.1            Welcome

Welcome to TransFloridian! We are happy to have you as a new member of our family!

The mission of TransFloridian is to provide a travel alternative to our customers that brings back the pleasure and prestige in going from one city to another. No employee of TransFloridian is restricted to thinking “inside the box”. Going above and beyond, each and everyday, is a job requirement.

1.2            History

Ambiance Sun was founded on April 27^th, 2004 by Bill Hennessey. The vision of Ambiance Sun came early in Bill’s career as a Flight Attendant. He saw the need for an alternative to those who travel in relatively short distances that demanded higher quality service than that provided by other ground transportation services, but, didn’t want to go through the hassle of flying.

After September 11^th, 2001, the need for such an alternative came to light quite clear. There are many cities within the State of Florida that requires frequent travel by both residents and visitors alike. Ambiance Sun was developed to fill this need.

Upon the development of Ambiance Sun, it quickly became apparent that the name did not suit the corporate image that was being strived for. As a result, on June 1^st, 2005, we changed our name to become TransFloridian.

Our founder was the President of the world’s largest Union that represents Flight Attendants for five years. With the background of Customer Service and Labor Relations, he decided to begin on a venture that would eventually become TransFloridian.

1.3            Changes in Policy

This manual supersedes all previous employee manuals and memos. It is required that this manual be placed in the back of any other manuals that the company requires you to carry. It is required that you have this manual with you at all times while on duty.

While every effort is made to keep the contents of this document current, TransFloridian reserves the right to modify, suspend, or terminate any of the policies, procedures, and/or benefits described in the manual with or without prior notice to employees.

2                   EMPLOYEE DEFINITION AND STATUS

An “employee” of TransFloridian is a person who regularly works for TransFloridian on a wage or salary basis. There are three separate work groups. They are:

1.      Administrative – Under the administrative department are Reservations Sales Agents, Marketing Coordinators, and other Office Employees.

2.      Operations – Under the Operations department are Operations Coordinators, Professional Motorcoach Operators, On-Board Attendants, Maintenance Personnel, and vendors that service our Motorcoach Fleet.

3.      Management – Under the Management Category are the President, Director of Public Relations, Director of Sales, Director of Marketing, Director of Operations, Director of On-Board Services, Office Manager, and the Director of Maintenance.

2.1            Employment Classification

Employees of TransFloridian are classified as either full or part time.

Administrative Employees that are full time will be scheduled at 40 hours weekly.

On-Board Crewmembers that are full time will be scheduled at 180 hours monthly.

Part time is anything below the full time criteria. TransFloridian may offer temporary positions to fill operational need from time to time.

Contract Employees are those individuals whom are contracted for employment and are not permanent full-time employees.

2.2            Probationary Period for New Employees

TransFloridian monitors and evaluates every new employee’s performance for six months to determine whether further employment in a specific position or with TransFloridian is appropriate. In that six month period, employees will receive numerous competency checks and evaluations. Each one will be discussed so that the employee knows where he/she is satisfactory or deficient.

At the end of the six month probationary period, The Departmental Director will make the determination if employment with the company shall continue. Should the probationary review prove to be unsatisfactory, a “probationary release” may be an option. Other options include additional training, extension of probationary period, or coaching and counseling.

2.3            Job Descriptions

 

President – The President is responsible for all aspects of the company. All Department Directors report directly to the President.

Director of Operations – The D.O. is responsible for overseeing PMCO’s and Operations Coordinators. All mechanical work conducted on TransFloridian’s fleet will be coordinated through the D.O.

Director of On-Board Services – The Director of On-Board Services manages all OBA’s and services provided on-board our Motorcoaches including Audio and Video Entertainment, Catering, Supplies, and coordinates daily with Operations.

Director of Marketing – The Director of Marketing is responsible for authoring various types of media campaigns, advertising, and other forms of marketing TransFloridian’s products and services.

Director of Sales – The Director of Sales is responsible for Charters, Advertising, and Group Sales.

Sales Manager – The Sales Managers duties are to promote the services offered by TransFloridian and to obtain contracts for charters, groups, and individuals.

Director of Public Relations – The Director of Public Relations is responsible for overseeing Sales, Marketing, and New Business Ventures and Partnerships.

Director of Maintenance – The D.M. is responsible for ensuring all mechanical parts are in working order and functioning properly on TransFloridian’s fleet.

Office Manager – The O.M. is responsible for the daily operation of TransFloridian’s offices and supervising the Reservations Department.

Professional Motorcoach Operator – The PMCO is responsible for the safe operation of TransFloridian’s Motorcoaches.

On-Board Attendant – The OBA is responsible for passenger comfort and safety.

Operations Coordinator – The OPS Coordinator is responsible for the daily operation and coordination of the Motorcoaches, including cleaning and catering.

Reservations Sales Agent – The RES Agents are responsible for answering inbound calls at our Reservations Center.

Marketing Coordinator – The Marketing Coordinator is responsible for ensuring events go smoothly such as charters and large groups.

3                   COMPANY TRAINING REQUIREMENTS

3.1            Orientation

TransFloridian requires all newly hired employees to become familiar with standard policy and procedures of our company. This orientation is designed to familiarize you with your new company.

Each year, during your recurrent training, you will review certain portions of this manual. However, you are required to be familiar with all of the contents contained herein. This manual is available on our Employee Web Portal (www.tforlando.com/employee)

3.2            Initial Training

TransFloridian requires all newly hired employees to become familiar your job specific duties. Depending on which department you are hired for, you may be required to attend additional training that may include classroom and hands on training. Your Employee Services Representative will provide you with a schedule should additional training be required.

3.3            Annual Recurrent Training

Depending on which position you hold, you may be required to attend annual refresher courses. This can also include classroom and hands on training. Your Departmental Director will inform you when your training is scheduled.

3.4            Examinations and Evaluations

During your training, whether it is Initial or Recurrent, you will be tested daily on the materials covered. All employees are required to maintain a 90% average during the entire length of the training. Failure to maintain a 90% average will result in being released from training and rescinding of your job offer with TransFloridian.

3.5            Retake Policy

Exams and hands on Evaluations are conducted during training. Should an employee fail a test or an evaluation, there is an opportunity for 1 retake. However, the retake must result in a perfect score.

Exams and hands on Evaluations during recurrent require a 90% or better. No retakes will be permitted during recurrent training.

3.6            Training Compensation

Orientation is not paid. Initial and Recurrent Training is paid at your regular salary. If you are entitled to Per Diem because of your job classification, you will not receive it during Training.

Meals, Transportation, and Lodging are paid by the company when it is necessary.

3.7            Training Attire

Business Casual attire is required during training. Your Instructor may inform you otherwise depending on what types of hands on evaluations you will be conducting.

3.8            Training Conduct

All Employees are expected to act professional and in accordance with the policies outlined in this manual during training and on the job.

 

4                   EMPLOYMENT POLICIES

4.1            Equal Employment Opportunity

TransFloridian is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and not on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, weight, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any other factor protected by law.

4.2            Affirmative Action/Diversity

TransFloridian is committed to affirmative actions that will build on the strengths of our current workforce and continually enhance the diversity of our organization. Our actions include, but are not limited to, the following:

·         Training and Cross Training when necessary or requested

·         Recognizing Holidays of an Ethnic origin

·         Welcoming Diversity Committees to be formed by employees

·         Maintaining a Zero Tolerance on discrimination

4.3            Americans with Disabilities Act

It is the policy of TransFloridian to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). TransFloridian will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability.

4.4            Immigration Law Compliance

All offers of employment are contingent on verification of the candidate’s right to work in the United States. On the first day of work, every new employee will be asked to provide original documents verifying his or her right to work and, as required by federal law, to sign Federal Form I-9, Employment Eligibility Verification Form.

4.5            Employee Background Check

Prior to making an offer of employment, TransFloridian may conduct a job-related background check. A comprehensive background check may consist of prior employment verification, professional reference checks, and education confirmation.

An offer of employment may be extended prior to the completion of a Background Check. Should this occur, the employee will be notified if there are any questions that arise. Additionally, if any false information is provided on the background check, this will be grounds for immediate release from TransFloridian.

4.6            Criminal Records

When appropriate, a criminal record check is performed to protect TransFloridian’s interest and that of its employees and clients. A criminal record does not necessarily mean that employment with TransFloridian will not be granted. However, TransFloridian reserves the right to review each case on an individual basis. The final decision will be left up to the Departmental Director.

4.7            Company Seniority Date

The first day an employee reports to work is his or her official company seniority date. This seniority date is used to compute the following benefits:

·         Salary Increases

·         Vacation Benefits

·         Insurance Benefits

4.8            Occupational Seniority Date

The first day an employee reports to work is his or her official duty after the completion of orientation and training, is issued an Occupational Seniority Date. This seniority date is used to compute the following:

·         Monthly Bidding (On-Board Crew Only)

·         Position Assignments

·         Awarding of Open Trips / Time

4.9            New Employee Orientation

The formal welcoming process, or “employee orientation,” is conducted by an Employee Services Representative and Departmental Directors, and includes an overview of the company.

4.10        Personnel Records and Administration

The task of handling personnel records and related administration functions at TransFloridian has been assigned to the Employee Services Department. Personnel files will be kept confidential at all times and include some or all of the following documents:

·         Applications and Interview Comment Sheets

·         Federal and State Required Documents

·         Documentation Record of Employment History

All medical records, if any, will be kept in a separate confidential file.

4.11        Change of Personal Data

Any change in an employee’s name, address, telephone number, marital status, dependents, or insurance beneficiaries, or a change in the number of tax withholding exemptions, needs to be reported in writing without delay to the Employee Services. This can be accomplished using the Employee Web Portal found at www.tforlando.com/employee.

4.12        Safety

The safety, health, and well being of employees is a priority. TransFloridian makes every effort to comply with all federal and state workplace safety requirements. TransFloridian’s workplace safety rules and regulations are the following:

·         Always use caution while on-duty

·         Never speed while driving

·         Be aware of your surroundings

Each employee is expected to obey safety rules and exercise caution and common sense in all work activities. For those employees whom are in Operations, please see your Manual for additional safety rules.

4.13        Building Security

Each and every employee must follow the building security rules and regulations listed here:

·         Always lock your automobile

·         Always have your Building Entry Card (If applicable)

·         Always have your Office Key (If applicable)

Employees are not allowed on TransFloridian property after hours without prior authorization from their supervisor.

4.14        Personal Property

The TransFloridian Operations Office maintains a property management system that efficiently tracks lost and found property reports. Persons seeking information about lost or found property may do so by contacting the Director of Operations at Corporate Headquarters. TransFloridian assumes no risk for any loss or damage to personal property and recommends that all employees have personal insurance policies covering the loss of personal property left at the office.

4.15        Personal Financial Matters

TransFloridian strongly urges all of its employees to keep personal financial matters away from the company and other employees. Please pay your bills accordingly. TransFloridian will not tolerate “bill collectors” calling the Corporate Office.

4.16        Health-related Issues

Employees who become aware of any health-related issue should notify their supervisor of health status as soon as possible. TransFloridian will make the best effort to assist employees who need to go on lite duty should they become ill or injured and cannot perform their regular job. This will be taken on a case by case basis. Please see your department Director.

4.17        Employee Requiring Medical Attention

Employees should report all work-related injuries and accidents immediately to their Departmental Director, and then follow theses steps:

1.      Follow Instructions

2.      Seek Medical Attention at Company authorized facility

3.      Follow-up as necessary

4.18        Visitors in the Workplace

For safety, insurance, and other business considerations, only authorized visitors are allowed in the workplace. When making arrangements for visitors, employees should request that visitors enter through the main reception area and be as courteous and quiet as possible. All visitors must be cleared through the Office Manager.

4.19        Employment of Relatives

TransFloridian is pleased to consider for employment qualified applicants who are related to employees. When TransFloridian employs more than one member of a family, one family member may not supervise the other. If such a situation should arise and the employees are unable to develop a workable solution, management will decide which employee may be transferred.

4.20        Weather-related and Emergency-related Closings

At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In such instances, Executive Staff will decide on the closure and Human Resources will provide the official notification to the employees. The Employee Web Portal should be checked often during these times. (Especially during Hurricane Season)

 

5                   STANDARDS OF CONDUCT

5.1            General Guidelines

All employees are urged to become familiar with TransFloridian’s rules and standards of conduct and are expected to follow these rules and standards faithfully in doing their own jobs and conducting the company’s business.

5.2            Rules of Conduct

Attendance

1. Report for work on time.

2. Call in when absent and when you expect to be late as far in advance of your scheduled starting time as possible. Three consecutive days' absence without advising the Company will be grounds for dismissal.

3. During your tour of duty, remain in the area necessary for the efficient performance of your work.

4. Remain at work until your tour of duty ends unless you are authorized to leave early.

5. Check on or off duty in the prescribed manner and for yourself only.

6. Unauthorized appearance on the premises of the Company while off duty is restricted and your presence must not interfere with the orderly work of others who are on duty.

 

Performance of Work

7. Follow instructions received from supervisors. Insubordination will not be tolerated.

8. Use only the machines or equipment to which you are assigned or specifically authorized to operate.

9. Do not enter, climb upon, or drive Company equipment unless authorized to do so.

10. Be sure to observe security and smoking regulations in all areas, in which you work or visit.

11. Wear suitable clothing for your work and take pride in your neatness and appearance.

12. Cooperate with other employees, thus avoiding delays in schedules and poor service to the public.

13. Avoid damaging Company property and the property of others.

14. Report any damaged property or defective work immediately upon discovery.

15. Loafing, sleeping on the job or intentional restriction of output is prohibited.

16. Misrepresentation of facts or falsification of records is prohibited.

Safety

17. Work carefully. Observe posted or published regulations.

18. Use safety equipment.

19. Report immediately to your supervisor, accidents or injury sustained on the job.

Personal Conduct

20. Be courteous and helpful to our patrons, passengers, and visitors.

21. Do not make false or slanderous statements about the Company, its employees or patrons.

22. See that your conduct reflects credit upon TransFloridian, Inc. This includes paying your just debts, thereby avoiding complaint from creditors or garnishment proceedings.

23. Conduct yourself in a moral and decent manner.

24. Consider the welfare of the Company and your fellow employees. Perform no act that is detrimental to either.

25. Reporting for or carrying on work while showing any signs of the use of intoxicants, or knowingly permitting another employee to do so, is prohibited. Testing positive for the use of intoxicants is also prohibited.

26. Unauthorized possession or using any intoxicants on Company premises at any time, or drinking intoxicants in public while wearing a uniform with the Company emblem or insignia, is prohibited.

27. Distributing or posting literature on Company property, or posting or removing bulletin board notices requires prior authorization of the Company.

28. Soliciting, collecting, or accepting contributions on Company time requires Company authorization.

29. The use of Company time, material, or facilities for purposes not directly related to Company business, or the removal or borrowing of Company property without permission, is prohibited. Employees are responsible for the safe keeping of corporate resources with which they have been entrusted.

30. Gambling of any kind on Company premises is prohibited.

31. Horseplay, fighting, or scuffling on Company premises at any time is prohibited.

32. Behavior that violates the company's Work Environment Policy, even if intended as a joke, is absolutely prohibited and will be grounds for severe corrective action, up to and including termination of employment. This includes but is not limited to, threatening, intimidating, interfering with, or abusive, demeaning or violent behavior toward, another employee, customer, contractor, or vendor, while either on or off duty. Behavior that is also hate-related will result in immediate termination of employment, regardless of length of service and prior employment.

33. Possessing, manufacturing, distributing, dispensing, or using in any fashion (including, but not limited to, by injection, inhalation, ingestion or application) any narcotic, barbiturate, mood-effecting, tranquilizing, or hallucinogenic substance (other than in accordance with medical authorization) in any fashion which affects or could affect judgment, performance, or safety, while either on duty or off duty is prohibited. As required by the Drug Free Work Place Act of 1988, employees must report to their supervisor any convictions under a criminal drug statute for violations occurring on or off Company premises while conducting Company business within five (5) working days after the conviction.

34. Dishonesty of any kind in relations with the Company, such as theft or pilferage of Company property, the property of other employees or property of others entrusted to the Company, or misrepresentation in obtaining employee benefits or privileges will be grounds for dismissal and where the facts warrant, prosecution to the fullest extent of the law. Employees charged with a criminal offense on or off duty may be immediately withheld from service. Any action constituting a criminal offense, whether committed on duty or off duty, will be grounds for dismissal.

35. An employee may not seek to influence the hiring, transfer, promotion or discipline of a relative in any way, including inquiries about such actions. Failure to abide by this rule will result in disciplinary action against the employee up to and including termination. If the infraction involves interference in the hiring of a relative, the employee's relative will not be considered for employment

 

36. The possession of firearms, explosives, or other weapons on Company property, or while attempting to access secured areas, Motorcoaches, or Company property, or knowingly permitting another employee to do so, is strictly prohibited. This includes both on and off duty periods.

37. Abuse of travel privileges will be grounds for dismissal.

Violations of any of the TransFloridian, Inc. Rules of Conduct (listed above) could be grounds for immediate termination depending on the severity of the incident or offense and the employee's record. At the time you were hired by TransFloridian, you were required to inform the company (on the employment application) of any criminal convictions other than minor traffic offenses. In addition to this initial disclosure, you were also required to advise your supervisor/manager of any criminal convictions, other than minor traffic offenses, that occur while you are an employee. Reporting a conviction will not necessarily result in your termination. The company will review the conviction and make a determination about your continued employment. Failure to report such a conviction, however, can result in corrective action up to and including the termination of your employment with the company.

5.3            Attendance and Punctuality

TransFloridian expects employees to be ready to work at the beginning of assigned daily work hours, and to reasonably complete their projects by the end of assigned work hours.

Because of the nature of our business, being on time is imperative. TransFloridian will not tolerate tardiness. Employees on Probation (first six months of employment) will be released from the company if they are tardy during probation. There are absolutely no exceptions to this rule except extenuating circumstances which are determined by the Departmental Directors as a group.

5.4            Attendance Occurrences

Employees who miss work must realize that there are repercussions and consequences. You are expected to maintain an impeccable work record while employed with the company. Realizing that people do get sick, we have developed the fairest way to track unsatisfactory attendance. The following is TransFloridian’s Attendance Policy.

·         1 to 3 Days of work missed will result in Coaching and Counseling from your Departmental Director

·         4 to 5 Days of work missed will result in a First Advisory

·         to 7 Days of work missed will result in a Second Advisory

·         Days of work missed will result in a Career Decision Day

·         Days of work missed will result in Termination

5.5            Work Schedule

Operations Employees will be given a scheduled. Please refer to the Employee Web Portal. (www.tforlando.com/employee)

5.6            Monthly Bidding

For Full-Time employees in the Operations Departments, you will be required to “big” according to your Occupational Seniority each month for your work schedule for the upcoming month.

The “Bid Period” will open each month on the 15^th and will close on the 20^th of each month. This will allow you up to five days to review the Bid Packets and choose accordingly. Once the bid period closes, the results will be posted on the following day before 1700 (5:00PM) Miami time.

The final bid award is just that. Final! No changes will be made unless authorized by the Departmental Director.

5.7            Absence and Lateness

From time to time, it may be necessary for an employee to be late or absent from work. TransFloridian is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside work hours may arise. It is the responsibility of all employees to contact all affected parties if they will be absent or late.

5.8            Unscheduled Absence

Absence from work for three (3) consecutive days without notifying management or the Human Resources Department will be considered a voluntary resignation. There is absolutely no exception to this rule.

5.9            Meal and Break Periods

Administrative Employees are allowed a one-hour lunch break. However, it may be necessary for you to remain in your work area due to staffing. Please consult with your Departmental Director for further clarification.

Operations Employees are entitled to breaks as well. Please consult with your individual manual for further information.

TransFloridian encourages employees to take a rest period and provides a paid rest period of ten minutes in the morning work period and ten minutes in the afternoon work period.

5.10        Harassment Policy

TransFloridian does not tolerate workplace harassment. Workplace harassment can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, e-mail jokes or statements, pranks, intimidation, physical assaults or contact, or violence. Please refer to Rule 32 under Rules of Conduct.

5.11        Sexual Harassment Policy

TransFloridian does not tolerate sexual harassment Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other unwelcome verbal or physical contact of a sexual nature when such conduct creates an offensive, hostile, and intimidating working environment and prevents an individual from effectively performing the duties of their position.

5.12        Violence in the Workplace

TransFloridian has adopted a policy prohibiting workplace violence. Consistent with this policy, acts or threats of physical violence, including intimidation, harassment, and/or coercion, which involve or affect TransFloridian or which occur on TransFloridian or client property, will not be tolerated. Please refer to Rule 32 under Rules of Conduct.

5.13        Confidential Information and Nondisclosure

By continuing employment with TransFloridian, employees agree that they will not disclose or use any of TransFloridian’s confidential information, either during or after their employment. TransFloridian sincerely hopes that its relationship with its employees will be long-term and mutually rewarding. However, employment with TransFloridian assumes an obligation to maintain confidentiality, even after an employee TransFloridian’s employ.

5.14        Ethical Standards

TransFloridian insists on the highest ethical standards in conducting its business. Doing the right thing and acting with integrity are the two driving forces behind TransFloridian’s future. When faced with ethical issues, employees are expected to make the right professional decision consistent with TransFloridian’s principles and standards.

5.15        Dress Code

5.16        Appearance Standards

Representing yourself allows you to have a lot of flexibility. However, when you are working, you are representing an entire organization. As such, we expect a certain image be portrayed. Appearance Standards will be strictly enforced by Departmental Directors. There is no tolerance for a failed appearance standard.

·         Females must wear make up and nail polish that is professional and not extreme

·         Males may not wear make up, ear rings, or any other visible piercing.

·         Tongue Rings are absolutely not permitted

·         Males may wear a Mustache, Beard, or Go-Tee. However, they must be fully grown in and no partial Go-Tee’s are acceptable.

·         Females may elect to wear skirts or dresses; however, they must not be higher than 2 inches above the knee.

·         No offensive attire may be worn that represents unprofessional gestures

5.17        Use of Equipment

TransFloridian will provide employees with the equipment needed to do their job. None of this equipment should be used for personal use, nor removed from the physical confines of TransFloridian —unless it is approved for a job that specifically requires use of company equipment outside the physical facility. Additionally, it is every employee’s job to report damaged or malfunctioning equipment.

5.18        Use of Company Vehicles

Employees authorized to operate company vehicles must possess a valid Drivers License. Operation of the vehicle must be done in accordance with safety and law.

5.19        Use of Computer, Phone, and Mail

TransFloridian property, including computers, phones, electronic mail, and voice mail, should be used only for conducting company business. TransFloridian does not allow for personal use of company computers, phones, or electronic mail and voice mail systems. Information and messages stored in these systems will be treated no differently from other business-related information and messages.

5.20        Headquarter Computer Log In

Crew Members and non-office staff may utilize any available computer to log on and check e-mail, obtain Company Forms, and use the Internet. To do so, simply click “ALT”, “CNTRL” and “DELETE” one time. This will open up a window box asking for a User Name and Password. The user name for visitors is “USER” and the password is “STAFF”. Please make sure that you Log Out when you are done using the computer.

5.21        Use of Internet

Employees are responsible for using the Internet in a manner that is ethical and lawful. Use of the Internet must solely be for business purposes and must not interfere with employee productivity. All web sites visited on any TransFloridian computer is tracked and recorded by the individual user.

5.22        Use of Computer Software

TransFloridian does not condone the illegal duplication of software. The copyright law is clear. The copyright holder is given certain exclusive rights, including the right to make and distribute copies. Title 17 of the U.S. Code states that “it is illegal to make or distribute copies of copyrighted material without authorization” (Section 106). The only exception is the user’s right to make a backup copy for archival purposes (Section 117).

5.23        Smoking Policy

No smoking of any kind is permitted inside any TransFloridian office. Smoking may take place only in designated smoking areas outside headquarter facilities. At no time will smoking be permitted on-board any TransFloridian Motorcoach.

5.24        Alcohol and Substance Abuse

It is the policy of TransFloridian that the workplace be free of illicit drugs and alcoholic beverages, and free of their use. In addition to damage to respiratory and immune systems, malnutrition, seizures, loss of brain function, liver damage, and kidney damage, the abuse of drugs and alcohol has been proven to impair the coordination, reaction time, emotional stability, and judgment of the user. This could have tragic consequences where demanding or stressful work situations call for quick and sound decisions to be made.

5.25        Gifts

Advance approval from management is required before an employee may accept or solicit a gift of any kind from a client. Employees are not permitted to give unauthorized gifts to clients. Tips will not be accepted by any TransFloridian employee for doing their job.

5.26        Solicitations and Distributions

Solicitation for any cause during working time and in working areas is not permitted. Employees are not permitted to distribute noncompany literature in work areas at any time during working time without prior approval from the Office Manager.

5.27        Complaint Procedure

Employees who have a job-related issue, question, or complaint should first discuss it with their Department Director. If the issue cannot be resolved at this level, TransFloridian encourages employees to contact the Employee Services Department. Employees who observe, learn of, or, in good faith, suspect a violation of the Standards of Conduct of TransFloridian should immediately report the violation in accordance with the following procedures:

1.      Request a meeting with your Department Director

2.      Request to have another individual with you as a witness

3.      Prepare a written “statement of facts”

5.28        Corrective Procedure

TransFloridian hires employees based on the skills, personality, and overall impression that they demonstrate during the interviewing process. Once probation is complete, the company believes that you are here because you’ve demonstrated all of the abilities that the company seeks in an employee.

However, there are procedures in place for those individuals who fall below company standards or whom violate company policy. The procedures below are merely a guideline and will be at the discretion of the Department Director. For the few employees whose performance does not respond to regular coaching and counseling, the following steps advise them that continued performance problems have serious consequences, ultimately leading to termination:

First Advisory – A meeting will take place between the employee and the Department Director to discuss a corrective action plan.

Second Advisory – A second meeting will take place between the employee and the Department Director, along with a member of Employee Services to discuss a corrective action plan and accountability for failure to follow through on the action plan.

Career Decision Advisory – A third meeting will take place between the employee, the Department Director, and a member of Employee Services to discuss the final opportunity for the employee to correct the problem. A letter of commitment will be given to the employee for signature. There are usually three options given on this letter of commitment. Failure to choose one of the options will indicate the employee’s voluntary resignation.

Final Advisory – Employees who fail to comply with company regulations and corrective action plans will be terminated from employment with TransFloridian and will not be deemed as eligible for rehire.

Please note that steps can sometimes be skipped, in instances where the nature of the conduct is very serious. It is your responsibility as an employee to know the company's rules of conduct and performance standards for your job, and to consistently meet or exceed those standards. In the event that your performance does not measure up to the company's expectations, your manager will work with you to identify the problem and outline steps to correct it. Unacceptable behavior that does not lead to immediate dismissal may be dealt with in any of the following manners:

Challenges to the company’s Disciplinary Action can be taken to the Disciplinary Action Team, also known as D.A.T.

Whenever there is an unusual case with an Employee, TransFloridian will gather the Disciplinary Action Team to determine the best course of action.

The D.A.T. is comprised of the President, Director’s of each Department, and Legal Counsel. The D.A.T. will have the ultimate authority on such matters by a majority vote.

Should there be a division in votes of equal value; the President shall have the final authority. The President has the right to overrule any decision made by the D.A.T. based on what is in the best interest of TransFloridian.

5.29        Pending Investigations

An employee who commits any serious violation of TransFloridian’s policies at minimum will be suspended without pay pending an investigation of the situation. Following the investigation, the employee may be terminated without any previous disciplinary action having been taken. A written instruction sheet will come with all Pending Investigations.

5.30        Transfer Policy

TransFloridian recognizes that a desire for career growth and other needs may lead an employee to request a transfer to another position. An employee with proper qualifications will be eligible for consideration for transfer to another department provided that the transfer does not occur within one year of the employee’s date of hire or within one year of any previous transfer. Company Seniority is carried over; however, occupational seniority is not.

5.31        Outside Employment

Employees may not take an outside job, either for pay or as a donation of their personal time, with a customer or competitor of TransFloridian; nor may employees work on their own if it competes or interferes in any way with the sales of products or services that TransFloridian provides to its clients. This is a conflict of interest and will be grounds for dismissal from the company.

5.32        Employment Termination/Resignation

After the application of disciplinary steps, if it is determined by management that an employee’s performance does not improve, or if the employee is again in violation of TransFloridian practices, rules, or standards of conduct, following a Decision-Making Leave, employment with TransFloridian will be terminated.

5.33        Exit Interview

In a voluntary separation situation, TransFloridian management would like to conduct an exit interview to discuss the employee’s reasons for leaving and any other impressions that the employee may have about TransFloridian.

5.34        Return of Company Property

 

6                   COMPENSATION POLICIES

6.1            Base Compensation

It is TransFloridian’s desire to pay all employees wages or salaries that are competitive with other employers in the marketplace and in a way that will be motivational, fair, and equitable. Compensation may vary based on roles and responsibilities, individual, and company performance, and in compliance with all applicable laws.

6.2            Performance Bonuses

Performance bonuses may be given to TransFloridian employees at the discretion of management. There are two factors that typically determine bonus availability and amounts: (a) Company Performance—Profits, (b) Personal Performance. Contract employees are not eligible for Performance Bonuses.

6.3            Employee Ownership

At TransFloridian, employee ownership provides an opportunity for employees to share in the growth potential of our company and thereby creates a positive incentive for employees. Currently, TransFloridian has several employee ownership plans; the Employee Stock Ownership Plan (ESOP) which can be purchased at the current rate per share. To determine the current rate per share, please request a meeting with Bill Hennessey, President of TransFloridian. Contract employees are not eligible for Employee Ownership.

6.4            Timekeeping Procedures

By law, TransFloridian is obligated to keep accurate records of the time worked by employees. Each employee must fill out the appropriate timesheets. TransFloridian has different time sheets for each employee category. Please see your Department Director for further clarification. Contract employees are not required to keep time records.

6.5            Overtime Pay

Overtime compensation is paid a rate of 50% additional to your regular hourly salary for Full-Time Employees only. Overtime WILL NOT BE PAID unless authorized by your Department Director. Hourly employees will be paid overtime starting with their 41^st hour each week. On-Board Crew Members will be paid overtime starting with their 201^st hour each month. Contract employees are not eligible for overtime pay.

6.6            Payroll and Paydays

TransFloridian has two pay days a month. They are on the 1^st and the 15^th of each month. If our regularly scheduled payday falls on a weekend or a holiday, paychecks will be issued the last business day BEFORE the weekend or holiday.

All work performed from the 1^st through the 15^th of the month will be paid on the 1^st of the following month.

All work performed from the 16^th through the last day of the month, will be paid on the 15^th of the following month.

Example – Work conducted January 1^st through the 15^th will be paid on February 1^st.

Example – Work conducted January 16^th through the 31^st will be paid on February 15^th

Time sheets are due no later than 5 days after the pay period ends. Failure to turn in a time sheet on time will result in a delay in your paycheck by ONE FULL PAY PERIOD. There are NO exceptions. Please be responsible.

Note: If you are a contracted employee, you will be paid each Friday.

6.7            Performance and Salary Reviews

TransFloridian wants to help employees to succeed in their jobs and to grow. In an effort to support this growth and success, TransFloridian has an annual review process for providing formal performance feedback. Feedback includes a Performance Evaluation, 360-Degree Assessment, and an Extra Mile contribution appraisal. Depending on the employee anniversary date, the performance review is held during either the March or the September review cycle.

Salary/wage reviews typically occur in conjunction with the annual performance review process. The calculation and implementation of changes in base salary/wage depend on both company and personal performance and will typically occur in either April or October; whichever most closely follows the review cycle.

6.8            Opportunities for Advancement—Progression and Promotion

TransFloridian would like to provide employees with every opportunity for advancing to other positions or opportunities within the company. Approval of progression moves or promotions depends largely upon training, experience, work record, and business need. However, TransFloridian reserves the right to look outside the company for potential employees as well.

 

6.9            Employee Referral Program

Active Employees of TransFloridian, whom are off probation, may request an Employee Referral Form from Employee Services. Should the referred candidate be hired by the company, the employee will receive a $100.00 Bonus after the newly hired employee completes probation.

6.10        Ghost Ride Program

Occasionally, a “Ghost Rider” will be put on a trip to observe the performance of the on-board crew. This will be an unannounced observation ride. If the observer reports an outstanding performance review, each crew member will receive a bonus of $250.00 as a reward.

 

7                   GROUP HEALTH AND RELATED BENEFITS

7.1            Benefits Summaries and Eligibility

Reserved for future use

7.2            Health Insurance

Reserved for future use

7.3            Dental Insurance

Reserved for future use

7.4            Visual Care Insurance

Reserved for future use

7.5            Disability Insurance

Reserved for future use

7.6            Life, Accidental Death, and Dismemberment Insurance

Reserved for future use

7.7            COBRA Notification

According to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985, in the event of your termination of employment with TransFloridian or loss of eligibility to remain covered under TransFloridian’s group health insurance program, employees and their eligible dependents may have the right to continued coverage under TransFloridian’s group health insurance program for a limited period of time at their own expense. Consult the Benefits Administrator for details.

7.8            Pre-tax Deductions for Expenses

Reserved for future use

7.9            Worker’s Compensation

All Full-Time employees are entitled to Workers’ Compensation benefits paid by TransFloridian. This coverage is automatic and immediate and protects employees from work-related injury or illness. If an employee cannot work due to a work-related injury or illness, Workers’ Compensation insurance pays his or her medical bills and provides a portion of his or her income until he or she can return to work. Information can be found in the Crew Room at Headquarters on our Worker’s Compensation Policy.

7.10        Unemployment Compensation

Unemployment compensation is designed to provide a temporary income for those who are out of work through no fault of their own. Depending upon the circumstances, employees may be eligible for Unemployment Compensation upon termination of employment with TransFloridian. The Division of Unemployment Insurance of each State’s Department of Labor determines eligibility for Unemployment Compensation. TransFloridian pays the entire cost of this insurance program. Contract employees are not eligible for Unemployment Compensation Benefits.

7.11        Social Security

The United States Government operates a system of mandated insurance known as Social Security. As a wage earner, employees are required by law to contribute a set amount of weekly wages to the trust fund from which benefits are paid. As employer, TransFloridian is required to deduct this amount from each paycheck an employee receives. In addition, TransFloridian matches employee contribution dollar for dollar, thereby paying one-half of the cost of employee Social Security benefits.

7.12        Retirement Plans and Stock Options

Reserved for future use

7.13        Educational Assistance

Reserved for future use

7.14        Training and Professional Development

A specific schedule of basic training and orientation has been established for job and employment classifications. Coaching/Mentoring System provides guidance in professional development and TransFloridian encourages all interested employees to take advantage of the continuing education initiative and further job specific training. All courses must be approved by a Department Director and an Employee Services representative.

8                   TIME-OFF BENEFITS

8.1            Holiday Policy

All Full-Time TransFloridian employees of regular full-time and part-time status are eligible for holiday pay. Holiday pay will be based on the employment status of the employee, i.e., full-time employees will be credited with 8 hours of holiday pay and part-time employees will be credited with 4 hours of holiday pay, per holiday. TransFloridian recognizes the following seventeen holidays as paid holidays:

·         New Years Day

·         Martin Luther King Jr. Day

·         Presidents Day

·         St. Patrick’s Day

·         Easter Sunday

·         Mother’s Day

·         Father’s Day

·         Memorial Day

·         Independence Day

·         Labor Day

·         Rosh Hashanah

·         Yom Kippur

·         Eid Alfitr

·         Eid Aladha

·         Thanksgiving

·         Christmas Eve

·         Christmas Day

8.2            Vacation Time

All Full-Time regular status TransFloridian employees are eligible to accrue vacation time. Vacation hours accrue on a monthly basis. Employees hired before the 15th day of the month begin to accrue vacation starting with the month they were hired in. Employees who begin employment on or after the 15th day of the month begin accruing vacation the month following the date of hire. The vacation accrual policy for regular full-time employees and regular part-time employees is as follows:

Personal Days are paid like regular vacation days; however, they can be taken in conjunction with regular vacation days or separately. Personal Days are also known as Paid Vacation Days (PVD)

8.3            Sick Leave

Full Time Employees Sick leave may be used during an employee’s own illness or for an illness in the employee’s immediate family. Sick leave will be limited to six (6) 8-hour days per year for all regular full-time employees and six (6) 4-hour days for all regular part-time employees. Sick leave is paid; however, it does count against your attendance record.

Note – Personal Days are paid when taken with vacation. Personal Days may also be paid when taken as Sick Leave. Please notify employee services of your intent to take a Paid or Unpaid Personal Day.

8.4            Sick Leave Buy Out

Each December, a notice will be posted to all employees offering a Sick Leave Buy Out. The company will pay you 50% of your total annual Sick Leave remaining for that calendar year.

Example – If you have 22 hours remaining in 2005 of Paid Sick Time. You elect to opt for the Sick Leave Buy Out Program. You will be paid 11 hours of Sick Time at your current Rate of Pay.

Note – Sick Leave does not carry over from calendar year to calendar year.

8.5            Bereavement Leave

Generally, a full-time or part-time employee shall be entitled to Bereavement Leave upon the death of a spouse (including a domestic partner), son, daughter, stepson, stepdaughter, parent, stepmother, stepfather, brother, sister, stepbrother, stepsister, grandson, granddaughter, grandparent, mother-in-law, father-in-law, son-in-law, or daughter-in-law. The length of the leave is three days paid. Additional leave may be granted, however, it will be unpaid.

8.6            Jury Duty

TransFloridian is committed to supporting the communities in which TransFloridian operates, including supporting TransFloridian employees in fulfilling their responsibilities to serve as jurors whenever it is possible. When an employee receives notification regarding upcoming jury duty, it is their responsibility to notify their direct supervisor and Human Resources within one business day of receiving the notice. Jury Duty Leave is paid at regular salary for regular full and part-time employees.

8.7            Maternity Leaves of Absence

Maternity – Expectant Mothers may take Maternity LOA whenever she feels the need.

(Exception – Drivers and On-Board Attendants may not work past their 26^th week of pregnancy without Doctors written approval) You will maintain and accrue seniority. This Leave is unpaid.

8.8            Military Reserves or National Guard Leaves of Absence

Employees who serve in U.S. military organizations or state militia groups such as the National Guard may take the necessary time off to fulfill this obligation and will retain all of their legal rights for continued employment under existing laws.

8.9            Family/Medical Leaves of Absence

Occasionally, for medical, personal, or other reasons, employees may need to be temporarily released from the duties of their job with TransFloridian. It is the policy of TransFloridian to allow its employees to apply for and be considered for certain specific leaves of absence. All requests for leaves of absence should be submitted in writing to management and the Employee Services Department.

8.10        Extended Disability Leaves

If a period of disability continues beyond the 12 weeks provided for within the Family/Medical Leaves of Absence section, an employee may apply in writing for an extended disability leave.

8.11        Uniformed Services Employment and Reemployment

As an Equal Opportunity Employer, TransFloridian is committed to providing the basic employment and reemployment services and support as set forth in the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).

8.12        Personal Leaves of Absence

In special circumstances, TransFloridian may grant a leave for a personal reason. If the intent is to take employment elsewhere or becoming self-employed, you must notify your Departmental Director. Personal leaves of absence must be requested in writing and are subject to the discretion of the Department Director and Employee Services.

9                   EXPENSES

9.1            Introduction

The following is a comprehensive guide to the TransFloridian’s expense policy and procedures for the reporting and reimbursement of expenses. Any manager who approves expense reports should be familiar with this policy—authorizing an expense report indicates to TransFloridian that the expenses reported are legitimate, reasonable, and complies with this policy.

9.2            Company Supplies, Other Expenditures

Only authorized persons may purchase supplies in the name of TransFloridian. No employee whose regular duties do not include purchasing may incur any expense on behalf of TransFloridian. Without a properly approved purchase order, the company is not obligated for any purchase.

9.3            Expense Reimbursement

Under ordinary circumstances, it is the policy of TransFloridian to reimburse travel expenses on the basis of actual expenses involved. Persons traveling on company business are entitled to transportation, hotel accommodation, and per diem. Per Diem is paid at a rate of $1.25 per hour for each hour you are away from base.

9.4            Relocation

This policy applies to current and newly hired TransFloridian employees who will be relocated to a new office or location. Employee Services must formally approve all moves.

TransFloridian will not pay relocation expenses to those individuals whom voluntarily seek a position in a new domicile. For example, if an On-Board Crew Member elects, on their own accord, to relocate to another crew domicile, then she/he will assume full responsibility for moving expenses. TransFloridian will not reimburse any moving expenses in this case.

 

TransFloridian will pay reasonable costs of transportation and lodging in connection with the transfer of the employee and the employee’s dependents from the old location to the new location. Travel to the new location will be by the most direct route, and lodging arrangements should be made by or approved by Employee Services. This covers the period from when the employee leaves the old location and travels directly to the new location.

In the event relocation is requested by the company, TransFloridian will pay the following:

1. Up to $1000.00 For Physical Move
2. Up to 5 Days Hotel Accommodations
3. Grant 5 Days off with pay during relocation
4. Assist in Home Finding Fees (if applicable)

9.5            Parking

All parking required by the company to perform your job will be 100 percent paid by the company. If you are required to pay for parking, simply submit an expense report and you will be reimbursed.

TransFloridian is not responsible for towed vehicles or damage.

 

 

10              EMPLOYEE COMMUNICATIONS

10.1        Open Communication

TransFloridian encourages employees to discuss any issues they may have with a co-worker directly with that person. If a resolution is not reached, employees should arrange a meeting with their Department Director. If the concern, problem, or issue is not properly addressed, employees should contact the Employee Services Department. Any information discussed in an Open Communication meeting is considered confidential, to the extent possible while still allowing management to respond to the problem. Retaliation against any employee for appropriate usage of Open Communication channels is unacceptable.

10.2        Staff Meetings

In order to keep the communication channels open, TransFloridian implements a once-a-quarter company-wide staff meeting. Employees receive communications from Employee Services with their paychecks.

Additionally, all Department Directors meet in the office of the President each Friday at 11AM. All concerns should be taken directly to your Departmental Director for discussion.

10.3        Bulletin Boards

TransFloridian has a bulletin board where employees can find organizational announcements, news/events, and discussions about specific topics. The employee is responsible for reading necessary information posted on the bulletin boards.

10.4        Newsletters

TransFloridian publishes a bi-monthly newsletter that is issued with each paycheck. This keeps all of our employees up-to-date with the latest news and events.

10.5        Suggestions

TransFloridian encourages all employees to bring forward their suggestions and good ideas about making our company a better place to work and enhancing service to our customers. Any employee who sees an opportunity for improvement is encouraged to talk it over with management. Management can help bring ideas to the attention of the people in the organization that will be responsible for possibly implementing them. All suggestions are valued.

10.6        Employee Hotline

Whenever it is necessary to call the Headquarters office, we ask that you solely use the designated Employee Hotline Number. The telephone number is 407-393-5997 Ext 230

10.7        Employee Web Portal

TransFloridian maintains an employee only web site. It is similar to a Company Bulletin Board, however, it can be accessed from any internet capable computer or cell phone.

The address is www.tforlando.com/(yourname)

This web portal provides news and links to Forms, Employee Services, Intracompany E-mail, and other points of interest to the employees of TransFloridian.

 

11              Drug and Alcohol Policy

11.1        Introduction

TransFloridian has always had a strong commitment to its employees to provide a safe work place and to promote high standards of employee health.

Drug abuse, once confined to a small segment of the population, is a growing national problem which affects every section of society and has spread to every industry and occupation.  The abuse of drugs costs the American economy billions of dollars in lost productivity, increased absenteeism, on-the-job accidents and injuries, higher medical costs and rising thefts.

Our goal has been and will continue to be one of establishing and maintaining a work environment that is free from the effects of drug use.  The company has no intention or desire to intrude into the private lives of its employees; however, employees will be expected to report to work in condition to perform their duties.

The company recognizes that employee off-the-job, as well as on-the-job involvement with drugs can have an impact on the work place and on our ability to achieve a drug free work environment.  Consistent with this objective, TRANSFLORIDIAN, has adopted a ZERO TOLERANCE Drug Free Work Place policy as follows:

11.2        Policy

It is the intention of TransFloridian, to maintain a Drug Free Workplace in accordance with Florida Statues 440.101, 440.102, and Rule 38F-9, Florida Administrative Code, established by the State of Florida, Department of Labor and Employment Security, Division of Workers Compensation.  Further, it is a condition of employment for all employees to refrain from using drugs on or off the job.  A drug testing program has been implemented in accordance with the above requirements.  This policy will be given to all employees and job applicants.

11.3        Drug Use, Sale, and Possession

The illegal use, sale, manufacture, distribution, or possession of narcotics, drugs or other controlled substances, while on the job, on company property, or while performing assigned duties, on or off company property, by any employee is a dischargeable offense.  Employees, their possessions and the company-issued equipment and containers under their control are subject to search and surveillance at all times while on or off company premises.  Any illegal substances found will be turned over to the appropriate law enforcement agency and may result in criminal prosecution

11.4        On-Duty Drug Usage

Employees shall not report for duty under the influence of, or use while on duty, or on company property any drug, medication, or other substance, including those prescribed by a licensed physician. 

Employees must report the use of all prescription medications to the employer prior to reporting to duty if the use of such medication may result in any degree of physical or mental impairment.  The employee may be temporarily reassigned to duties not affecting the health, and/or safety of coworkers and the general public.  This information will be held in confidence by both the employee and the employer.

11.5        Off-Duty Drug Usage

Off-the-job illegal drug use, which could adversely affect an employee's job performance or which could jeopardize the safety of other employees, the public, or company equipment, is proper cause for disciplinary action up to and including termination of employment.

11.6        Arrest for Drug Related Offenses

Any employee convicted of any criminal drug violation must report such conviction to their immediate supervisor within five (5) calendar days of such conviction.  Furthermore, a conviction or nolo contendere plea for off-the-job drug activity will be considered a violation of this policy.

In deciding what action to take, management will take into consideration the nature of the charges, the employee's present job assignment, the employee's record with the company, and other factors relative to the impact of the employee's conviction or nolo contendere plea upon the conduct of the company business.

11.7        Types of Illegal Drugs

Some of the drugs which are illegal under federal, state, or local laws include, among others: opiates, cocaine, marijuana, amphetamines, PCP and other hallucinogens, depressants and stimulants not prescribed for current personal treatment by a licensed physician.

11.8        Types of Tests

The employer will conduct the following types of drug testing:

1.  Pre-employment.  All job applicants must submit to a drug test.

a.  Refusal to submit to a drug test or a positive, confirmed drug test result  may be used by the employer as a basis for refusal to hire the applicant.

2.  Reasonable Suspicion.   All employees must submit to a drug and/or alcohol test when requested by the employer.

a.  This request must be based on a belief that an employee is using or has used drugs or alcohol in violation of this policy.

b.  This belief must be drawn from specific objective and articulable acts and reasonable inferences drawn from those facts in light of experience.

 c.  Among other things, such facts and inferences may be based upon:

i. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug or alcohol.

ii. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance.

iii. A report of drug use, provided by a reliable and credible source, which has been independently corroborated.

iv.  Evidence that an individual has tampered with a drug test during his other employment with the current employer.

v.  Information that an employee has been injured, caused or contributed to the injury of a co-worker or caused or contributed to an accident while at work.

vi. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working, or while on the employer's premises, or while operating the employer's vehicle, machinery, or equipment.

3.  Routine Fitness for Duty.   An employee must submit to a test for drugs if the test is conducted as part of a routinely scheduled employee fitness-for-duty medical examination that is part of the employer's established policy or that is scheduled for all members of an employment classification or group.

4.  Random Testing. Unannounced testing will be performed choosing employees with a scientifically valid computer selection program. All employees will be placed in the random pool with timely selections spread reasonably throughout the calendar year. Upon notification of selections, each employee will proceed immediately to the collection site.

11.9        Refusal to Test

If an employee refuses to submit to any test for drugs or alcohol under this policy, he or she forfeits his or her eligibility for all medical and indemnity benefits and will be terminated from his/her employment as established by TransFloridian,  Zero Tolerance drug and alcohol policy.

11.10   Confirmed Positive Tests

 

1.  If an employee is injured in the course and scope of his or her employment, or is tested under the Reasonable Suspicion, Fitness for Duty, or Follow up paragraph(s) of this Policy, and has a confirmed positive drug test as described below, such employee forfeits his or her eligibility for medical and indemnity benefits under the Workers' Compensation Act upon exhaustion of the procedures provided in the Section of this Policy titled "EXPLANATIONS/CHALLENGES TO DRUG TEST RESULTS", and will be terminated from employment.

2.  If an employee has a confirmed positive drug test required by the employer for Reasonable Suspicion, Routine Fitness for Duty, or Follow-up testing, the employee will be considered to be in violation of this company policy and will be terminated from employment with TRANSFLORIDIAN.

11.11   Confidentiality

1.  All information, interviews, reports, statement memoranda, and drug test results, written or otherwise, received by the employer through the drug testing program are confidential communications, and may not be used or received in evidence, obtained in discovery, or disclosed in any public or private proceedings, except in accordance with Rule 38F-9 or in determining compensability under Florida Statute, Chapter 440.

2.  Nothing shall be construed to prohibit the employer, agent of the employer, or laboratory conducting a drug test from having access to employee drug test information when consulting legal counsel in connection with actions brought under or related to Rule 38F-9 or when information is relevant to its defense in a civil or administrative matter.

 

11.12   Laboratory Procedures

1.  The collection of specimens and the performance of the drug tests shall be in accordance with the Florida Workers' Compensation Drug Testing Rules in accordance with Florida Statute 112 and Rules 10E-18 and 38F-9, Florida Administrative Code.

2.  The laboratory selected by the employer is licensed by the Florida Department of Health and Rehabilitative Services to perform these tests in accordance with Florida Statute 112.0455 and Rule 10E-18, Florida Administrative Code.

11.13   Tests for Drugs

1.  The employer may test for the any or all of the following drugs at the cut-off levels established by the Florida Department of Health and Rehabilitative Services (10E-18, FAC).

2.  All drug and alcohol tests will be initially screened using an approved immunoassay methodology; except the initial screen for alcohol which shall be an approved enzyme oxidation methodology.

3.  All specimens identified as positive on the initial screen shall be confirmed using the Gas Chromatography/Mass Spectrometry methodology (GC/MS), except that alcohol will be confirmed using gas chromatography.

4.  The drugs for which this policy permits testing and the cut-off levels (the level above which a specimen is positive and below which a specimen is negative) for each drug are:

Drug initial                                                Initial cut-off                             Confirmation cut-off

Alcohol                                                  0.04 g/dL                                  0.04 g/dL Amphetamines**                                1,000 ng/ml                              500 ng/ml

Barbiturates                                            300 ng/ml                               150 ng/ml

Benzodiazepines                                    300 ng/ml                                 150 ng/ml

Cannabinoids**                                        50 ng/ml                                   15 ng/ml

Cocaine**                                              300 ng/ml                                 150 ng/ml

Methadone                                            300 ng/ml                                 150 ng/ml

Methaqualone                                        300 ng/ml                                 150 ng/ml

Opiates**                                             2000 ng/ml                               2000 ng/ml

Phencylidine**                                            25 ng/ml                                25 ng/ml

Propoxyphene                                        300 ng/ml                                 150 ng/ml

** These substances are the drugs to be included in federally regulated Drug Testing Programs (DOT, NIDA).

a.  All levels equal to or exceeding the confirmation cut-off levels above will be reported as positive to the Medical Review Officer (MRO) who responsible for reporting results to the employer if appropriate.

5.  Brand names and common names for the above substances will be found on the attached “Over The Counter and Prescription Drugs Which Could Alter or Affect The Outcome of A Drug Test".

11.14   Medical Review Officer

1.  Results of all drug tests performed by the laboratory will be sent directly to the Medical Review Officer for final verification and determination of the drug test.

2.  In the event a confirmed positive result is sent to the Medical Review Officer (MRO), the Medical Review Officer will contact the individual to determine if there is a possible medical reason for the positive result.