{"id":461462,"url":"\/employee-handbook-usa\/","layout":"standard","version":"2025-05-07T15:52:52.000000Z","blocks":[{"id":4335980,"type":"banner","published":1,"size":{"x":12,"y":0},"order":0,"items":[],"properties":{"type":{"id":104609525,"value":"slim"},"title":{"id":104609526,"value":"Employee Handbook [USA]"},"copy":{"id":104609527,"value":null},"titleColor":{"id":104609528,"value":"#{banner.title.color}"},"titleBackground":{"id":104609529,"value":"#A8AFFBFF"},"copyColor":{"id":104609530,"value":"#{banner.copy.color}"},"copyBackground":{"id":104609531,"value":"#{banner.copy.background.color}"},"contentWidth":{"id":104609532,"value":"95%"},"textShadow":{"id":104609533,"value":"#{banner.text.shadow}"},"borderRadius":{"id":104609534,"value":"0px"},"buttonBorderRadius":{"id":104609535,"value":"#{button.border.radius}"},"buttonBackgroundColor":{"id":104609536,"value":"#{button.primary.color}"},"buttonStyle":{"id":104609537,"value":"secondary"},"buttonSize":{"id":104609538,"value":"standard"},"overlayOpacity":{"id":104609539,"value":"0"},"overlayColourStart":{"id":104609540,"value":"#000000"},"overlayColourEnd":{"id":104609541,"value":"#000000"},"overlayDirection":{"id":104609542,"value":"90"},"image":{"id":104609543,"value":"{\"src\":\"https:\\\/\\\/images.podos.io\\\/4rcp6lo17v5xi9xatx0khhnaxsm76saganznco7jx6yuybc5.jpeg.jpg?w=auto&h=auto\",\"alt\":\"\"}"},"video":{"id":104609544,"value":null},"videoThumbnail":{"id":104609545,"value":null},"media":{"id":104609546,"value":"image"},"align":{"id":104609547,"value":"center"},"verticalAlignment":{"id":104609548,"value":"center"},"font":{"id":104609549,"value":"#{heading1.font}"},"actions":{"id":104609550,"value":"[{\"text\":\"\",\"href\":\"\"},{\"text\":\"\",\"href\":\"\"}]"},"padding":{"id":104609552,"value":"6"},"fullWidth":{"id":104609553,"value":"1"},"fullBackgroundColor":{"id":104609554,"value":"#{banner.fullBackground.color}"},"published":{"id":104609555,"value":"1"},"conditions":{"id":104609556,"value":"[]"},"template":{"id":104610143,"value":"banner"}}},{"id":4335981,"type":"textBlock","published":1,"size":{"x":12,"y":0},"order":1,"items":[],"properties":{"html":{"id":104609557,"value":"<h2>Employee Handbook [USA]<\/h2><ul><li><p>Last Update: February 2025<\/p><\/li><li><p>Print Clever Print Clever Mediascope, Inc.<\/p><\/li><\/ul><p><em><br \/><\/em><\/p><h3><strong>About Print Clever Print Clever Mediascope, Inc.<\/strong><\/h3><p><strong><em>Company History<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. was founded in 1998 by Andrew Olsen and David Steinquist. The mission was to create an environment that serves customers and provides employees with a positive working environment. Andrew and Dave originally offered Mailing and Distribution services to clients. Andrew left the company in 2005 to begin another start-up venture but remains a friend of the company. In 2006, the bindery division of a local business became available, and Dave took the opportunity to expand Print Clever Mediascope, Inc.\u2019s services, adding a digital printing press and second. In [DATE] Print Clever Mediascope went into partnership with UK company Print Clever Ltd to move into the production of on demand merchandise. Starting with posters and canvas\u2019 this quickly expanded and in 2024 the two company\u2019s officially merged into Print Clever Print Clever Mediascope Inc and a full on demand garment factory was installed.<\/p><p><strong><em>Mission Statement<\/em><\/strong><\/p><p>Print Clever Print Clever Mediascope, Inc. is committed to helping our business partners succeed. We foster integrity and trust with customers and employees, resulting in a high-quality service.<\/p><p><strong>Core Values<\/strong><\/p><p><strong>\u2022 Innovative<\/strong><\/p><p>Is forward-thinking, creative, not afraid to think outside the box, and is willing to try new methods.\u00a0<\/p><p><strong>\u2022 Enthusiastic\u00a0<\/strong><\/p><p>A person that is eager, impassioned and believes in what we are doing.<\/p><p><strong>\u2022 Responsible<\/strong><\/p><p>Is accountable for their actions and willing to go the extra mile for co-workers and clients.<\/p><p><strong>\u2022 Positive<\/strong><\/p><p>Confidence, being up-beat, and emphasizing the good in all situations are traits of a positive person.<\/p><p><strong>\u2022 Integrity<\/strong><\/p><p>Is one\u2019s willingness to follow a set of personal and company moral guidelines?<\/p><h3><strong>Governing Principles<\/strong><\/h3><p>\u2022 We Are Committed to Your Success<\/p><p>\u2022 We Do What We Promise (WDWWP)<\/p><p>\u2022 No Pass Policy<\/p><p><br \/><\/p><p><strong><em>Welcome!<\/em><\/strong><\/p><p>Welcome to Print Clever Print Clever Mediascope, Inc! We are excited to have you as part of our dedicated team!<\/p><p>This handbook was designed to help answer many questions you have as a new employee. We encourage you to seek the advice or assistance of the Managers with any questions you have about this handbook, or any questions not covered in the handbook.<\/p><p>This is NOT a contract. The general policies in this handbook can be changed in the future as the company deems necessary. You will be notified of any change(s) that occur.<br \/><\/p><h3><strong>Equal Employment Opportunity Statements<\/strong><\/h3><p><strong><em>Equal Employment Opportunity (EEO)<\/em><\/strong><\/p><p>Print Clever Print Clever Mediascope, Inc. firmly believes in its policy of treating all employees and applicants equally according to their individual qualifications, ability, experience and other employment standards. There is to be no discrimination because of race, color, religion, sex, age, national origin, disability, military status, or on any other basis prohibited by law.\u00a0 Employment decisions will be made based on each applicant\u2019s job qualifications, experience, and abilities.<\/p><p><strong><em>Harassment Policy<\/em><\/strong><\/p><p>It is the <u>right<\/u> of each employee at Print Clever Print Clever Mediascope, Inc. to work in an environment free of all forms of harassment.\u00a0 Print Clever Print Clever Mediascope, Inc. does not condone and will NOT tolerate any form of harassment.\u00a0 Therefore, all Managing personnel shall take direct and immediate action to prevent such behavior and to remedy all founded instances of harassment, sexual or otherwise. Failure to comply with the harassment policy is any form will be grounds for immediate termination of the employee.<\/p><p>Prohibited activities include, but are not limited to:<\/p><ul><li><p>No employee shall either explicitly or implicitly ridicule, mock, deride, or belittle any other person, nor use profane language.<\/p><\/li><\/ul><ul><li><p>Employees shall not make offensive or derogatory comments based on race, color, sex, religion, or national origin either directly or indirectly to another person.\u00a0 Such harassment is a prohibited form of discrimination under state and federal law and is also considered misconduct subject to disciplinary action for employees or removal from employment.<\/p><\/li><li><p>No tolerance will be given to any employee who uses profane language, makes any derogatory statements toward or about any other person or about Print Clever Mediascope, Inc.<\/p><\/li><\/ul><p>It is illegal for any person to\u2026<\/p><ul><li><p>Harass another person by making unwelcome sexual advances or other verbal or physical conduct of a sexual nature or by creating an intimidating, hostile, or offensive working environment by such conduct.<\/p><\/li><li><p>Physically assault another person or attempt to commit an assault.<\/p><\/li><li><p>Intentionally initiate physical conduct that is sexual in nature, including but not limited to, touching, pinching, patting, or brushing up against another person\u2019s body.<\/p><\/li><li><p>Make unwanted sexual advances, propositions, or sexual comments, including making sexual gestures, jokes, or comments made in the presence of any person who has indicated that such conduct in his or her presence is unwelcome.<\/p><\/li><li><p>Post or display pictures, posters, calendars, graffiti, objects, or other material that is sexual in nature or pornographic.<\/p><\/li><\/ul><p>Employees who feel victim of harassment, sexual, verbal or otherwise, should report the harassment to a manager immediately. If the worker\u2019s immediate Manager is the source of the alleged harassment, the employee should report the problem directly to their manager.\u00a0<\/p><p>Print Clever Mediascope, Inc. takes all complaints of harassment seriously. Each complaint will be addressed promptly and thoroughly. No employee will be subject to any form of retaliation or discipline for pursuing a harassment complaint. Any harassment that occurs, verbal, physical or otherwise, will be reviewed on a case-by-case basis in as much detail as possible. The outcome of the investigation will determine the course of action taken against the employee(s) accused. If the form of harassment is not specifically written into the harassment policy and the Management teams deems it severe enough, disciplinary action will be taken, up to and including termination if deemed necessary.<br \/><\/p><p><strong><em>Whistleblowing Policy<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc encourages a free and open culture in dealings between its managers, employees and all people with whom it engages in business and legal relations. In particular, the Company recognizes that effective and honest communication is essential if concerns about breaches or failures are to be effectively dealt with and the Company\u2019s success ensured.<\/p><p>The Whistleblowing policy is designed to provide guidance to all those who work with or within the Company who may from time to time feel that they need to raise certain issues relating to the business with someone in confidence.<\/p><p>Employees who in the public interest raise genuine concerns under this policy will not under any circumstances be subjected to any form of detriment or disadvantage because of having raised their concerns.<\/p><p>A copy of the full Whistleblowing Policy is available in staff rest areas.<\/p><p><strong><em>Attendance\/Work Schedule<\/em><\/strong><\/p><p>Accurate attendance on the job is an important part of the performance record each employee builds from the day he or she is hired. The success of an employee depends in large measure on how well he or she performs the job <em>each day.<\/em><\/p><p>Print Clever Mediascope, Inc. is entitled to regularity in the attendance of our employees, and that disciplinary action is proper for failure to adhere to a reasonable attendance standard.\u00a0<\/p><p>An employee is considered tardy if they punch in to work after set start time. Employees must provide their manager a doctor's certificate if they are absent for more than three days due to illness or injury. The doctor's certificate must state that the employee is receiving medical care and indicate the approximate date the employee can return to work.\u00a0 An employee who will be late to work must notify a manager no later than ten (10) minutes prior to their scheduled start time.\u00a0 An employee who will be absent from work shall be responsible for notifying a Manager no later than thirty (30) minutes before their scheduled start time. Employees are responsible for providing their expected return to work.\u00a0 An employee who leaves early (unscheduled) for any reason is required to fill out an absence slip and must have manager\u2019s approval.\u00a0 Any employee with a No Call\/No Show infraction will be considered to have resigned their position with Print Clever Mediascope unless special circumstances merit a manager review. Only Managers can approve overtime, and it must be done in writing or e-mailed to the Payroll Manager.\u00a0 Weather related delays need to leave due to impending weather or other weather-related emergencies will be handled on a case-by-case basis.\u00a0 The manager will have the final say on if an instance is included in the weather-related category.\u00a0 In the event of an unscheduled absence, the employee is to fill out a time off slip upon returning to work and Manager will note on the time off slip that the time was taken unscheduled.\u00a0 Time off requests must be submitted to their manager for approval a minimum of 3 days prior to the scheduled time off.\u00a0 Same day time off requests must be approved by their manager, and will only be approved if there are enough employees to full necessary work stations.\u00a0<\/p><p><strong><em>Break<\/em><\/strong> <strong><em>Policies<\/em><\/strong><\/p><p>Employees who work at least 4 hours, but less than 6 hours will receive one 10-minute paid break.\u00a0 Employees working more than 6 hours, but less than 8 hours will get two 10-minute paid breaks.\u00a0 Employees working more than 8 hours but less than 10 hours, will receive three 10-minute paid breaks. Employees working shifts of 10 hours or longer will receive four 10-minute paid breaks and a 30-minute unpaid lunch break. Employees must punch out for lunch breaks. Lunch breaks are decided by department supervisor.\u00a0 If you leave Print Clever Mediascope for any non-work reason during the workday, you must punch out to code 9960.<\/p><p>Deviation from scheduled break times needs to be approved by a manager in advance.<\/p><p>Failure to comply with break policy (i.e. taking longer than scheduled break time or not punching out for lunch, etc.) will be addressed with the individual employee and will lead to corrective action up to and including termination.\u00a0<\/p><p>Downtime between job set-ups will not be charged as break time, unless requested by the supervisor that breaks be taken, and they are appropriately timed.\u00a0 However, all employees are expected to contribute in the job set-up process and the lead person is responsible for keeping their crew busy.<\/p><p><strong><em>Break Rooms<\/em><\/strong><\/p><p>The break room available to all employees. Employees can use this room but must treat it with respect (i.e. clean up any messes, etc.). Personal effects should not be left overnight.<\/p><p><strong><em>Corrective Action<\/em><\/strong><\/p><p>Employees will be subject to corrective action for violation policies. Corrective action steps are:<\/p><ol><li><p>Verbal Warning<\/p><\/li><li><p>Written Warning<\/p><\/li><li><p>Suspension<\/p><\/li><li><p>Termination.<br \/><\/p><\/li><\/ol><p>During an employee\u2019s 90-day introductory period, or if the infraction is deemed serious enough, Print Clever Mediascope, Inc. reserves the right to advance steps simultaneously. To include Termination.\u00a0 All verbal warnings, written warnings or suspensions will be documented and placed in the employee\u2019s personnel file permanently.\u00a0 They will be considered during reviews and promotional opportunities.\u00a0\u00a0<\/p><p><strong><em>Drug, Alcohol &amp; Contraband<\/em><\/strong><\/p><p>This policy establishes guidelines to provide a safe, healthy and secure work environment for employees and other individuals doing business with Print Clever Mediascope, Inc. An employee\u2019s use of drugs and alcohol jeopardizes the safety of co-workers and the public and damages the reputation of Print Clever Mediascope, Inc. and its employees. To promote on-the-job safety, Print Clever Mediascope, Inc. will abide by the following policy for all employees.<\/p><p>All individuals are subject to this policy while they are in facilities or on property owned, controlled or operated by Print Clever Mediascope, Inc. (\u201cCompany premises\u201d).<\/p><p>It is the policy of Print Clever Mediascope, Inc., to strictly prohibit the manufacture, distribution, dispensing, possession, use and\/or sale of a controlled substance, including any of the following items by any individuals while on Company premises:<\/p><ul><li><p>Illegal or unauthorized use of drugs and any other chemical substances that may affect an individual's mood, senses, responses, motor functions or alter or affect a person's perception, performance, judgment, reactions or senses.<\/p><\/li><li><p>Prescription or over-the-counter drugs that may adversely influence performance or behavior when taken in prescribed quantities.<\/p><\/li><li><p>Drug-related paraphernalia.\u00a0<\/p><\/li><\/ul><p>Unless specifically authorized by Print Clever Mediascope, Inc., the carrying, use or possession of the following items is also prohibited while on Company premises:<\/p><ul><li><p>Firearms, explosives, fireworks or ammunition.<\/p><\/li><li><p>Alcohol or intoxicating beverages.<br \/><\/p><\/li><\/ul><p>It is also the policy of Print Clever Mediascope, Inc., to strictly prohibit employees and others working on Company premises from reporting to work or working under the influence of unauthorized or illegal drugs and\/or alcoholic beverages.<\/p><p>Print Clever Mediascope, Inc. will assist and support employees who voluntarily seek help for such problems before becoming subject to discipline and\/or termination under this policy. Such employees will be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. Employee will be responsible for costs related to the treatment they seek. Such employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety-sensitive or require driving or have violated this policy previously. Once a drug test has been scheduled, the employee will have forfeited their right to be granted a leave of absence for treatment and possible discipline, up to and including termination, will be unavoidable.<\/p><ul><li><p>Area testing is the testing of all covered persons present at a location or in a geographic area.\u00a0<\/p><\/li><li><p>Covered persons are all persons who are in facilities or on property owned, controlled or operated by the Company.<\/p><\/li><li><p>Company doctor is any licensed physician designated by Print Clever Mediascope, Inc. to act on its behalf. Print Clever Mediascope, Inc. doctor will review any positive laboratory results generated by the Print Clever Mediascope, Inc.'s drug testing plan and assist Print Clever Mediascope, Inc. in interpreting the results on the drug test.<\/p><\/li><li><p>Covered premises includes all property, offices, facilities, land, buildings, structures, fixtures, installations, automobiles, trucks and all other vehicles and equipment, whether owned, leased, rented or used by Print Clever Mediascope, Inc., including its affiliates and subsidiaries.\u00a0<\/p><\/li><li><p>Company premises shall also refer to all customers' properties and any other work locations, or mode of transportation to and from those locations, while engaged in the course and scope of employment with Print Clever Mediascope, Inc., and\/or its subsidiaries.<\/p><\/li><li><p>Drug-related paraphernalia is any material or equipment used or designed for use in testing, packaging, storing, injecting, ingesting, inhaling or otherwise introducing into the human body any illegal or unauthorized drugs covered by this policy.<\/p><\/li><li><p>Drugs, for the purposes of this policy, include alcohol, legal and illegal controlled substances, narcotics, hallucinogens, depressants, stimulants, inhalants and other substances capable of creating or maintaining effects on one's physical, emotional or mental state, such as marijuana, cocaine, opiates, phencyclidine and amphetamines. Any such drugs may be included in the testing program.\u00a0<\/p><\/li><li><p>Illegal drugs are drugs for which the use, sale or possession is prohibited by law.<\/p><\/li><\/ul><p><br \/>To meet the objectives of this policy, Print Clever Mediascope, Inc. will maintain a drug-testing program that includes the following.<\/p><p><br \/><strong><em>Notification<\/em><\/strong><\/p><p>The testing program was implemented and has been in effect since June 7, 2007.<\/p><p><br \/><strong><em>For-cause testing<\/em><\/strong><\/p><p>When a manager observes behavior or performance problems that could adversely affect an individual's personal safety or the personal safety of others, the Manager will notify Human Resources to determine whether a drug test for cause should be conducted.\u00a0 If a drug test for cause becomes necessary for an employee, the employee will be immediately suspended with pay until a full evaluation has taken place and an appropriate course of action is determined. No prior notice is required to test for cause.<\/p><p><strong><em>Post-accident testing<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. may require a post-accident drug test of all covered persons near the scene following an on-the-job accident or incident. Covered persons may be suspended with pay until a full evaluation has taken place and an appropriate course of action is determined.<\/p><p><strong><em>Area testing<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. may also conduct an area test. An area test may be used where there is an indication that drugs may be in use or there is a potential for damage caused by drug use.\u00a0<\/p><p><strong><em>Confirmation test<\/em><\/strong><\/p><ol><li><p>A confirmation test will be conducted on every positive test result before the testing laboratory notifies Print Clever Mediascope, Inc. A confirmation test is a test conducted with greater sensitivity for the identification and level of any drug (except alcohol) present in the original sample provided. When awaiting the results of the confirmation test, employees are suspended from working without pay. If the results of the confirmation test come back positive, employee is subject to disciplinary action, up to and including termination. If the results of the confirmation test come back negative, employee is reinstated to their position and will receive back pay for any time they were suspended.<\/p><\/li><li><p>Testing for alcohol generally will be through a calibrated breath scan instrument by a person trained in the calibration and operation of the instrument. If the instrument detects a blood alcohol level greater than .02, the employee will be tested again 15 minutes later. If the second test also detects a blood alcohol level greater than .02, the employee will be considered impaired.<\/p><\/li><li><p>The effects of the various blood alcohol levels are:<\/p><\/li><\/ol><ol><li><p>An alcohol test of .02 but less than .08 will result in removal from the work site for 24 hours and a minimum of a one-day suspension without pay.<\/p><\/li><li><p>An alcohol test at .08 or above will be considered a drug test failure with discipline to be determined on a case-by-case basis.<\/p><\/li><\/ol><p>Nothing in this policy limits Print Clever Mediascope, Inc.\u2019s rights to determine what disciplinary action, including termination, is appropriate in the event any level of alcohol is found.<\/p><p>Print Clever Mediascope, Inc. has a Zero Tolerance policy for any level of drugs or alcohol when a Print Clever Mediascope, Inc. vehicle or equipment is involved. Use of any drugs or alcohol when using Print Clever Mediascope, Inc. vehicle or equipment will result in immediate termination of position.<\/p><p><strong><em>Random Testing<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. may choose to conduct random drug testing. Random testing is conducted to monitor and ensure compliance by all employees with this policy. The random selection will be done by Human Resources and will not be done by any one individual.<\/p><p><strong><em>Testing laboratory<\/em><\/strong><\/p><p>All drug tests will be analyzed by a laboratory certified by the National Institute on Drug Abuse under the U.S. Department of Health and Human Services.\u00a0<\/p><p><strong><em>Testing procedures<\/em><\/strong><\/p><ol><li><p>If an employee's drug test result is confirmed to be positive (more than the levels established by applicable federal or state regulations or Print Clever Mediascope, Inc. standards), the testing laboratory will notify Print Clever Mediascope, Inc. of the test result.<\/p><\/li><li><p>Print Clever Mediascope doctor or other Print Clever Mediascope, Inc. representative may contact the employee to determine whether there is a legitimate explanation for the confirmed positive test result.<\/p><\/li><li><p>Only those persons with a \u201cneed to know\u201d will be provided information regarding a drug test and\/or its results, consequences and status.<\/p><\/li><\/ol><p>Nothing in these procedures or this policy in any way limits Print Clever Mediascope, Inc.\u2019s right to take disciplinary action, including termination, as a result of a confirmed positive drug test of an employee.<\/p><p><strong><em>Refusal to test<\/em><\/strong><\/p><p>Any individual refusing to be tested will be deemed to have failed the drug test and will be removed from Company premises. Employees will be subject to disciplinary action, up to and including termination of employment.<br \/><\/p><p><strong><em>Employee Right to Confirmation Testing<\/em><\/strong><\/p><p>All employees have the right to choose to have their specimen re-tested, at their own expense, if they feel the positive result was obtained in error. The employee is not allowed to submit another specimen, rather the sample will be sent to another lab and re-tested to confirm or dispute the prior results. Employee will remain on suspension during the re-testing process.<\/p><p>Print Clever Mediascope, Inc. reserves the right to conduct searches of all covered premises at any time and employees are required to cooperate with such search.<\/p><p>Federal law and regulations require specific drug testing for certain categories of employees. The Company will comply with all such federally mandated testing, including conducting:<\/p><ul><li><p>For cause &amp; post-accident testing<\/p><\/li><\/ul><p><br \/><\/p><p><strong><em>Company and management responsibility:<\/em><\/strong><\/p><p>Every Manager is required to provide a safe and effective working environment and to support the wellbeing of each employee through awareness, education and appropriate training of drug and alcohol issues.<br \/><\/p><p><strong><em>Disciplinary action:<\/em><\/strong><\/p><p>Employees violating this policy will be subject to disciplinary action up to and including termination. Under this policy, all such disciplinary action, other than a temporary, indefinite or paid leave of absence, requires joint review and approval by the functional CEO before implementation.<br \/><\/p><p><strong><em>Employees charged with or convicted of an unlawful drug activity:\u00a0<\/em><\/strong><\/p><p>Any employee who is convicted of an activity involving an illegal drug either on or off Print Clever Mediascope, Inc. premises is in violation of this policy. Any employee who is convicted under a criminal drug statute must notify Human Resources of Print Clever Mediascope, Inc., in writing of such conviction no later than five (5) calendar days after the conviction. In deciding what disciplinary action to take, Print Clever Mediascope, Inc. may take into consideration:\u00a0<\/p><ul><li><p>The nature of the offense charged.<\/p><\/li><\/ul><ul><li><p>The safety requirements of the employee's present job assignment.<\/p><\/li><li><p>The employee's record with Print Clever Mediascope, Inc.<\/p><\/li><li><p>The employee's statement of facts.<\/p><\/li><li><p>The disposition of the charge.<\/p><\/li><li><p>The impact of the offense on Print Clever Mediascope, Inc. and other relevant factors.<\/p><\/li><\/ul><p>Print Clever Mediascope, Inc. may take disciplinary action before and\/or after final disposition of the charges.<\/p><p><strong><em>Leaving the work site:<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. will arrange transportation for any employee who feels that they may be impaired from the use of drugs or alcohol.<br \/><\/p><p><strong><em>Medication:<\/em><\/strong><\/p><p>Any employee taking medication should consult a medical professional to determine whether the drug may affect his or her personal safety or ability to perform the essential functions of the job and should advise his or her supervisor of any job<strong> <\/strong>limitations. Upon<strong> <\/strong>notification of job limitations, Print Clever Mediascope, Inc., will make reasonable efforts to accommodate the limitation.\u00a0<br \/><\/p><p><strong><em>On-the-job drug use, sale, possession or distribution:<\/em><\/strong><\/p><p>Employees found to use, sell, possess or distribute any illegal or unauthorized drugs while on Print Clever Mediascope premises, performing Print Clever Mediascope-related duties, or while operating any Print Clever Mediascope equipment, is subject to disciplinary action, up to and including termination of employment. Any suspected illegal drug confiscated will be turned over to the appropriate law enforcement agency.\u00a0 The moderate use of alcohol at Print Clever Mediascope, Inc. approved meetings, with business meals, travel, entertainment, or in an appropriate social setting, is not prohibited by this policy.<br \/><\/p><p><strong><em>Limitation:<\/em><\/strong><\/p><p>To the extent any federal, state or local law, rule or regulation limits or prohibits the application of any provision of this policy, then to the minimum extent necessary and only for that geographical area, this policy is deemed to be amended to be complying.\u00a0<\/p><p><strong><em>Gifts<\/em><\/strong><\/p><p>Gifts may be received by Print Clever Mediascope employees. Accept such gifts gratefully on behalf of Print Clever Mediascope. After accepting the gift:<\/p><ul><li><p>If the gift is a food item, please put in a common area to be shared by all employees.<\/p><\/li><li><p>If the gift is a non-food item, please give to a manager. The gift will be placed among all others and used as prizes or gifts for various occasions through the year.<\/p><\/li><li><p>Plants should be put in a common location to be shared by all staff.<\/p><\/li><\/ul><p><strong><em>Locker Use<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. provides lockers for the use of storage of personal items during working hours. If you wish, you may bring a lock for your locker. Lockers are part of Print Clever Mediascope, Inc. property and can be searched at any time by a manager. If employee consent is not given to a locker search, your lock will be removed for you, and you may be subject to disciplinary action.<\/p><p><strong><em>Orientation<\/em><\/strong><\/p><p>Print Clever Mediascope strives to provide a thorough orientation to new employees. This gives them the opportunity to understand the culture of the organization to facilitate organizational learning and employee productivity in a minimum period. The following forms will be completed with Human Resources:<\/p><ul><li><p>Introduction to the company, its mission, functions and culture<\/p><\/li><li><p>I-9 Form. Employees should bring to orientation documents supporting their eligibility to\u00a0 work in the United States<\/p><\/li><li><p>Employee handbook acknowledgement receipt<\/p><\/li><li><p>Federal and state tax withholding forms (W4)<\/p><\/li><li><p>Emergency contact information form<\/p><\/li><li><p>Signed copy of the company\u2019s confidentiality and nondisclosure policy<\/p><\/li><li><p>Benefits plan information &amp; discussion<\/p><\/li><li><p>Policy review\u2014pay periods, travel, personal vehicle use, training requests, security, computer systems and logins, telephone systems, supplies and equipment.<\/p><\/li><li><p>Tour of building and grounds.<\/p><\/li><\/ul><p><br \/><\/p><p><em>Stage 2\u2014Management Agenda<\/em>\u00a0<\/p><p>Supervisor\/manager introductory meeting with new employee to discuss.<\/p><ul><li><p>Department and company standards, confidentiality and privacy, facility and workstation location, attendance and punctuality standards, reporting of absences, pay problem reconciliation, timecard completion, timekeeping and reporting codes, complaint procedures.<\/p><\/li><\/ul><ul><li><p>Safety, health induction<\/p><\/li><li><p>Emergency Evacuation Procedures<\/p><\/li><li><p>Job-related safety<\/p><\/li><\/ul><p><br \/><\/p><p><em>Stage 3\u2014CEO or Senior Management<\/em>\u00a0<\/p><p>\u2022 All new employees are given a short one-on-one meeting with the CEO or Senior Management to discuss their viewpoints on the company and your role in the organization. The employee will have the opportunity to discuss any questions or concerns they may have during this meeting.<\/p><p><strong><em>Personal Appearance\/Clothing<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. expects neat, clean, and tasteful dress and grooming that is appropriate for your position. Please make sure your attire is safe for the environment in which you will be working. No open toed shoes are allowed in the production area or warehouse at any time. Employees who wear open-toed shoes are required to change into closed-toed shoes BEFORE entering either the warehouse or production area.\u00a0\u00a0<\/p><p><strong><em>Personnel Records<\/em><\/strong><\/p><p>It is important that our personnel records be correct and up-to-date.\u00a0 It is your responsibility to notify Payroll in writing of any qualifying status changes (marriage, divorce, birth, adoption, change in status of full-time students, or death) within 30 days of the event, as well as any changes in your name, address, telephone number, physical limitations, and eligibility to work in the United States.\u00a0 Upon written request and in accordance with Minnesota law, you may review your personnel file once every six months during normal business hours within seven (7) working days of your request.<\/p><p><strong><em>Problem Resolution<\/em><\/strong><\/p><p>Employees are encouraged to discuss problems or complaints with their Manager or an appropriate administrator at any time. All complaints will be treated on a confidential basis. No disciplinary or retaliatory action will be taken against any employee filing a complaint.<\/p><p><strong><em>Safety Rules<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. wants our employees working in as safe and as healthy an environment.\u00a0 Employees must make a conscious effort to always be aware of safety and health procedures as well as hazards.\u00a0 Our goal is to avoid accidents altogether. All employees will be given safety induction and training upon hire at Print Clever Mediascope and shown where basic safety equipment, exits, fire extinguishers, etc. are located.<\/p><p>Employees are responsible for basic safety knowledge after initial training and should notify their supervisor\/manager if they need more training or information. The following fundamental safety rules should impose no hardship on anyone. It will make Print Clever Mediascope a better and safer place in which to work and with whom to do business.<\/p><ol><li><p>Waste and recycling containers must be used to keep work areas clean and orderly<\/p><\/li><li><p>Aisles, hallways, and fire exits must always remain open\u00a0<\/p><\/li><li><p>All water, oil, chemicals, or grease on the floor must be cleaned immediately<\/p><\/li><li><p>All stored materials must be stacked properly on a firm and even foundation. Stacks must not be allowed to reach a hazardous height, and where possible, stacks must be cross-tied or braced for mutual support<\/p><\/li><li><p>All standard safety procedures and risk assessments must be followed. When starting, stopping, or changing the speed of machinery, operators must ensure proper clearance of other individuals, debris, and materials<\/p><\/li><li><p>All guards must be in place when machines are in operation.\u00a0<\/p><\/li><li><p>Hands and feet must not be placed in moving machinery.\u00a0<\/p><\/li><li><p>Machines appearing to be electronically or mechanically unsafe must not be operated. Under such circumstances, such equipment must be locked or tagged out and the employee must notify their supervisor immediately.\u00a0<\/p><\/li><li><p>Upon repairing or adjusting equipment, employees must follow safe operating procedures such as the proper use of lockouts and safe buttons. Further, the power source to such equipment must be locked, tagged out or unplugged.\u00a0<\/p><\/li><li><p>Employees must familiarize themselves with all firefighting and evacuation procedures. Employees should familiarize themselves with all exits proximate to their work area. Access to firefighting equipment must be kept clear.\u00a0<\/p><\/li><li><p>The use of all fire extinguishers, regardless of type, must be reported to the employee's supervisor and exchanged for a full extinguisher.\u00a0<\/p><\/li><li><p>Each employee working must be aware of the location of eye wash stations. Such areas shall not be obstructed.\u00a0<\/p><\/li><li><p>Smoking is allowed in designated areas only.\u00a0<\/p><\/li><li><p>Tools, personal safety, and other equipment shall be maintained in good serviceable condition. Tools must be used in a safe manner and should not be used otherwise. All electrical tools must be grounded, unless they are double insulated. Broken or badly worn tools should be given to the employee's supervisor for repair or replacement.\u00a0<\/p><\/li><li><p>Protective equipment and clothing, including but not limited to closed-toed shoes, safety glasses, goggles, and hearing protection must be worn where required. In office areas, open toed shoes may be worn, but employees must change into closed-toed shoes before going into production areas<\/p><\/li><li><p>Employees are prohibited from wearing clothing or clothing accessories which interfere with their work responsibilities or could potentially get caught in machinery or other equipment. Employees may be prohibited from wearing items such as rings, bracelets, necklaces or loose-fitting\/oversized clothing that could catch or create electrical contact points in areas where such could occur.\u00a0<\/p><\/li><li><p>When work conditions require, employees are prohibited from wearing there hair down and required to have it put up or tied back<\/p><\/li><li><p>Disorderly conduct, running, or horseplay on Company premises is prohibited.\u00a0<\/p><\/li><li><p>All injuries and accidents (including but not limited to those involving Company vehicles) regardless of their severity, must be reported immediately to the employee's supervisor<\/p><\/li><li><p>All injured employees are required to report for treatment as requested by a doctor or medical provider. Employees will not be permitted to return to work without written approval of a doctor or medical provider.\u00a0<\/p><\/li><li><p>Employees who observe an unsafe condition are required to report it to their supervisor immediately<\/p><\/li><li><p>Access to electrical breaker panels must be kept open at all times. Storage of materials should be avoided within three feet of any electrical panel. Panel doors should be closed when not in use.\u00a0<\/p><\/li><li><p>Employees shall not operate any machinery or equipment unless properly trained. Where an employee requires training to complete a job within the employee's job responsibilities, the employee shall coordinate such training with their supervisor.\u00a0<\/p><\/li><li><p>Earphones are allowed in only one ear if used (at no time shall both ears be utilized when on the clock) and the cords are maintained in a safe manner (so the cord cannot catch on machinery, etc.). Radios may also be used at a reasonable volume so that they do not interfere with the ability of other staff members to hear the machinery they are working on or disturb other staff member\u2019s ability to do their job. When utilizing a company vehicle or forklift, no earphones of any type are allowed. Use of radios or earphones can not interfere with an employees\u2019 ability to perform their job and\/or their ability to communicate with co-workers.<\/p><\/li><li><p>Extension or drop cords shall not be placed in areas where they will create tripping or other hazards.<\/p><\/li><li><p>Use proper lifting procedures. If an item is too heavy to be lifted safely, use provided equipment or ask for assistance. \u00a0 All OSHA safety requirements must be complied with.\u00a0 In the event that you are unsure of the rules or have taken on a new responsibility, contact your manager for additional training. It is the responsibility of each employee to report all observed safety violations to Management immediately.\u00a0 Monthly safety training is a mandatory part of being an employee at Print Clever Mediascope, Inc. Topics will vary based on need.\u00a0 Failure to follow any of the safety rules will result in disciplinary action, up to and including termination.<\/p><\/li><\/ol><p><strong><em>Separation from Employment<\/em><\/strong><\/p><p>Employees may resign their position at any time. A written notice of resignation is requested and should be turned into the employee\u2019s immediate Manager and adequate notice given to allow the search for a replacement to begin. Adequate notice is defined as 2 weeks. Employees are encouraged to include the reasons for leaving. In the event a layoff is necessary, Management will give employees as much notice as possible. When the workload increases, employees will be contacted and given first chance to return to their position. If the employee chooses not to return, please notify your manager and the separation process will be completed.<\/p><p>If a termination is necessary, Management will have a meeting with the employee and give them the reason for the termination. The employee will be given an opportunity to voice their side of the case and given an opportunity to make decisions regarding their benefits.<\/p><p><strong><em>Severe Weather<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. may close because of bad weather or emergency conditions.\u00a0 When such conditions exist, the Management will make the official decision.\u00a0 Individual situations and will be directed to a manager as soon possible. Employees will be notified of closings.<\/p><p><strong><em>Smoking<\/em><\/strong><\/p><p>Smoking is not permitted inside or in the front building. There are designated smoking areas behind the building. Smoking is permitted outside of the building, at least 15 feet from the entrance. Smoking is restricted to before or after your shift, or on your scheduled breaks\/lunches. Please dispose of your waste in proper waste containers.<\/p><p><strong><em>Solicitation and Distributions<\/em><\/strong><\/p><p>Print Clever Mediascope restricts oral solicitations and distributions of information\/materials on our premises to facilitate the efficiency and effectiveness of our operations.\u00a0<\/p><p>Standard Practice and Procedure: Other than for Print Clever Mediascope business purposes:<\/p><ul><li><p>Employees are not to solicit or be solicited while at work. It does not include time such as before\/after a work shift, breaks, and lunch periods.\u00a0<\/p><\/li><li><p>Employees are not to distribute, receive information and or materials while at work.\u00a0 Working areas do not include break rooms, parking lots, and restrooms.\u00a0<\/p><\/li><\/ul><p>Without Print Clever Mediascope\u2019s prior approval:<\/p><ul><li><p>Print Clever Mediascope assets such as stationery, meeting rooms, intranet, bulletin boards, telephones, computers, copiers, and handheld communication devices are not to be used for purposes other than Print Clever Mediascope business.\u00a0<\/p><\/li><li><p>Print Clever Mediascope employees are not to engage in commercial, charitable, political, or civic solicitations and\/or distributions while on Print Clever Mediascope premises.\u00a0<\/p><\/li><li><p>Non-Print Clever Mediascope personnel and\/or organizations have no right to enter Print Clever Mediascope premises at any time to solicit and\/or distribute information\/materials and may not solicit Print Clever Mediascope employees or distribute literature of any kind on Print Clever Mediascope premises without prior approval.\u00a0<\/p><\/li><li><p>The sole exception to this policy is the charitable and community activities supported by Print Clever Mediascope and Company Sponsored programs related to Print Clever Mediascope products and services.<\/p><\/li><\/ul><p><u>Management Responsibilities\u00a0<\/u><\/p><p>1) Apply this guideline consistently and fairly.<\/p><p>2) Resolve issues associated with this guideline.<\/p><p><u>Employee Responsibilities<\/u><\/p><p>1) Abide by this guideline.<\/p><p>2) Raise issues associated with this guideline.<\/p><p><u>Human Resource Responsibilities\u00a0<\/u><\/p><p>1) Ensure the consistent and equitable application of this guideline.<\/p><p>2) Provide advice and counsel on resolving issues associated with this guideline<br \/><\/p><p><strong>Compensation and Payment<\/strong><\/p><p><strong><em>Authorized Check Pickup<\/em><\/strong><\/p><p>Payroll statements will <strong>NOT<\/strong> be released to any person other than the employee named on the check without the employee\u2019s written authorization.<\/p><p><strong><em>Error in Pay<\/em><\/strong><\/p><p>If you find an error in compensation, please report it as soon as possible to a Manager.\u00a0 The increase or decrease will be made on the following paycheck unless other arrangements have been made with the Manager.<\/p><p><strong><em>Overtime<\/em><\/strong><\/p><p>A Manager must approve all overtime.\u00a0 Overtime is considered any time <strong>worked<\/strong> in a week above and beyond 40 hours. Overtime will be paid at time and a half with the work week starting Sunday at 12:00 a.m. and ending Saturday at 11:59 p.m.\u00a0 <em>Holiday hours or PTO are not considered in the 40-hour minimum.<\/em> Overtime is a condition of employment.\u00a0 Management will make every effort to notify employees of Mandatory Overtime in advance. Management will always attempt to utilize Voluntary overtime first.\u00a0 Notification standards for overtime will be four hours before the end of a shift for same day, and 11:00 a.m. Friday for weekend work.<\/p><p><strong><em>Pay Period and Payment<\/em><\/strong><\/p><p>All employees are paid bi-weekly. Pay periods begin on Sunday and go through Saturday.\u00a0Paychecks reflect the two prior weeks worked.\u00a0Paychecks will be deposited into personal accounts by Direct Deposit the Friday of payroll. An employee\u2019s payroll statement will contain detailed information including deductions and withholdings.\u00a0 Adjustments are automatically made for unauthorized or unpaid leave.<\/p><p><strong><em>Pay on Separation from Employment<\/em><\/strong><\/p><p>Upon separation from employment, your payroll statement will be mailed to you at the address in your personnel file at the next regularly scheduled payroll.<\/p><p><strong><em>Purchasing<\/em><\/strong><\/p><p>All requests for purchases must be submitted to a manager on a designated purchase form. No purchases, charges, or commitments to buy goods or services for the company can be made without prior approval. Print Clever Mediascope, Inc. will not reimburse employees or assume responsibility for purchases made without authorization. Any purchases over $50 need to be approved by a manager.<\/p><p><strong><em>Time Records<\/em><\/strong><\/p><p>Hourly employees are required to record their time electronically with Print Clever Mediascope\u2019s data collection system. No one should ever clock in or out another employee. Doing so is grounds for immediate dismissal.\u00a0 You are responsible for the accuracy of your time sheets.\u00a0 By signing your printed time sheet at the end of each day, you are verifying its accuracy.\u00a0 Time sheets will be left in the designated areas so they can be collected daily.<\/p><p><strong><em>Travel Expenses<\/em><\/strong><\/p><p>Mileage will be reimbursed for any travel over 10 miles using personal vehicles.\u00a0 Proper forms must be filled out and submitted with prior approval for reimbursement to be considered.<\/p><p><strong>Benefits<\/strong><\/p><p><strong><em>Benefit Eligibility<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. to permanent employees. An employee is defined as full-time if they work a scheduled 40-hour work week. If an employee is scheduled less than 40 hours per week, they are classified as part-time. Employees will be told if they are being hired as permanent or temporary and that classification can change while their employment.\u00a0<\/p><p><strong><em>Company Vehicles<\/em><\/strong><\/p><p>Company vehicles may only be operated by employee\u2019s 21 years of age and older who have a valid driver\u2019s license.\u00a0 Personal use of company vehicles is restricted to permanent employees who have submitted an \u201cEmployee Request for use of Company Vehicle\u201d form that has been approved. Vehicle Use form contains additional information that must be adhered to during use of company vehicle. Company vehicles must be returned prior to the next scheduled workday, cleaned and refilled with gas and must not interfere with a Company-related need to the vehicle. The pick-up (GMC Sierra) is available to employees on a reservation basis if the above-mentioned criteria is met. Large truck (2004 Freightliner) requires additional training, only properly trained and licensed employees are eligible for use.<\/p><p><strong><em>Computer Use<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc.\u2019s electronic communications systems, including its network access to the Internet, are to be used for administrative and instructional purposes only.\u00a0 Limited personal use, during breaks or before\/after their shift, of the system is permitted if the use:<\/p><ul><li><p>Imposes no tangible cost to the company.<\/p><\/li><li><p>Does not unduly burden the company\u2019s computer or network resources.<\/p><\/li><li><p>Has no adverse effect on job performance.<\/p><\/li><li><p>Does not interfere with business use.<\/p><\/li><\/ul><p><strong><em>Educational Reimbursement<\/em><\/strong><\/p><p>Full time employees will be reimbursed for the enrollment cost of seminars and meal expenses incurred while attending these programs with advanced approval of management.\u00a0 Travel and lodging will be reimbursed if employee is required to attend the seminar.<\/p><p>Post-secondary education that benefits both the employee and employer will be considered on a case-by-case evaluation. A person wishing to continue their education that will benefit both parties must submit a written document to management outlining the value to the company.\u00a0 This report must be submitted six months prior to registration of said class\/classes.<\/p><p><strong><em>Funeral Leave<\/em><\/strong><\/p><p>Notify your manager as soon as need for funeral leave is known so appropriate arrangements can be made. Vacation can be used if you have time available.<\/p><p>Print Clever Mediascope, Inc. will pay 3 paid days off for immediate family member death. (Defined as spouse, child, sibling or parent). Employees will be paid 1 paid day off in the event of the death of family members. (Defined as mother\/father-in-law, brother\/sister-in-law, aunt, uncle, cousin, or grandparent). In the event of other deaths, vacation time can be used if available, or time off without pay.\u00a0<\/p><p><strong><em>Holidays<\/em><\/strong><\/p><p>Print Clever Mediascope Inc, will be closed and observe the following nine Holiday\u2019s, New Year\u2019s Day, Good Friday, Memorial Day, Fourth of July, Labor Day, Thanksgiving, Friday after Thanksgiving, Christmas Eve, and Christmas Day.\u00a0 Employees will be compensated their regularly scheduled hours for the day, part-time employees will be paid for the average daily hours worked the previous two weeks.\u00a0 When a holiday falls on a weekend, Print Clever Mediascope, Inc. will announce when the holiday will be observed, and give the employee an option to work if it is a normal scheduled day to work.\u00a0 Staff with in the first 90 days will not be eligible for holiday pay.\u00a0 Any work performed on these holidays shall be paid at overtime rate.<\/p><p><strong><em>IRA Savings Program<\/em><\/strong><\/p><p>After 90 days of employment, employees are eligible to participate in our Simple IRA program. Interested employees will be given the opportunity to meet with our representative and given the option to invest as they choose. The company will offer a 3% match.\u00a0 Please see your manager for additional information.<\/p><p><strong><em>Jury Duty<\/em><\/strong><\/p><p>Employees will receive leave without pay and without loss of accumulated leave for jury duty.\u00a0 Employees must present documentation of the service and may retain any compensation they receive.<\/p><p><strong><em>Personal Packages<\/em><\/strong><\/p><p>Employees are allowed to ship personal packages through Print Clever Mediascope. Packages will be sent at earliest convenience of shipping department; no guarantees of mailing dates will be made by Print Clever Mediascope.\u00a0 After package is sent, a copy of the receipt and shipping costs will be given to the employee. Costs need to be paid within 48 hours to Accounting.<\/p><p><strong><em>Sick Leave Policy<\/em><\/strong><\/p><p>Call your manager as soon as possible when you will be out sick. Failure to notify your Manger of inability to work can and will lead to disciplinary action.<\/p><p><strong><em>Vacation Time<\/em><\/strong><\/p><p>Employees are eligible to receive vacation benefits following 90 days of employment.\u00a0 Vacation will be awarded according to the schedule below on January 1 of each year. Employees hitting a milestone and increase in vacation will be awarded the increased vacation amount on January 1 of the year following their anniversary date.\u00a0\u00a0<\/p><ul><li><p>First 5 years of employment \u2013 80 hours of Vacation or .0385 \/ hour worked up to 40 hours<\/p><\/li><li><p>6-9 years of employment \u2013 120 Hours of Vacation or .0577 \/ hour worked up to 40 hours<\/p><\/li><li><p>10+ years of employment \u2013 160 Hours of Vacation or .077 \/ hour worked up to 40 hours\u00a0\u00a0<\/p><\/li><\/ul><p><br \/>Part time employees will accrue Vacation based on hours worked.\u00a0 No employee can have a negative vacation balance. Vacation hours are to use for vacation, illness, appointments, etc.\u00a0 You may only roll over, up to 40 hours of vacation at the end of the year to the next year and it must be used by the end of the first quarter of the year after it was earned, or it will be lost.<\/p><p><strong><em>Vacation\/Time Off Schedule<\/em><\/strong><\/p><p>Vacation\/time off requests must be approved by your manager.\u00a0 Requests should be received 2 weeks prior to requested date. Time off is awarded on a first-come, first-serve basis, and reserves the right to deny vacation\/time off request for any reason.\u00a0\u00a0<\/p><p>Unpaid Time Off is awarded based on Manager\u2019s approval only.\u00a0<\/p><p><strong><em>Vacation\/Personal Time Off Payment<\/em><\/strong><\/p><p>Employees who are terminated voluntarily without adequate two-week notice and employees who are terminated involuntarily for any reason are not entitled to payment for accrued, unused Vacation Time.<\/p><p>Employees who resign or retire with two-week notice will be paid for all unused, accrued Vacation Time. Vacation Time cannot be paid out while employed.\u00a0<\/p><p><strong>Employee Relations<\/strong><\/p><p><strong><em>Customer Property<\/em><\/strong><\/p><p>Print Clever Mediascope, Inc. is working on projects in our facility for our customers.\u00a0 This work is considered <em>highly confidential<\/em>.\u00a0 The removal of any samples of work in process, finished goods, spoiled products or any other materials or supplies from the premises may place the company in a compromised position, and may possibly lead to the loss of a customer\u2019s business and\/or legal complications.\u00a0 Employees who violate this are subject to discipline, up to and including immediate termination of employment and or possible prosecution.\u00a0 Copying, removing, allowing unauthorized access to company or client samples, documents, files or mailing lists and any form of distribution of client information is expressly forbidden.<\/p><p><strong><em>Equipment and Facilities<\/em><\/strong><\/p><p>All full-time and part-time employees shall have access to all equipment and supplies necessary to carry out the duties of their job on a daily basis.\u00a0 Each employee is responsible for the proper maintenance and handling of the equipment during their shift, and reporting needed maintenance to their manager.\u00a0 If at any point machinery or equipment appears to need maintenance, notify a manager immediately.\u00a0 Personal use of company equipment shall be restricted to hours either before or after an employee\u2019s shift and must be approved by a Manager prior to use.\u00a0 At no time shall any equipment leave the premises without prior approval.\u00a0\u00a0<\/p><p><strong><em>Injuries and Accidents<\/em><\/strong><\/p><p>Employees must report injures and accidents to a manager as soon as possible. Necessary medical attention will be given to all injuries reported. It is also the responsibility of employees to report unsafe conditions or practices immediately.\u00a0 Injuries not reported in a timely fashion may result in being rejected by workers compensation. Management has a duty to report injuries or accidents to our insurance carrier within 24 hours of the occurrence.\u00a0<\/p><p><strong><em>Introductory Period<\/em><\/strong><\/p><p>The introductory period for employees is 90 days. During this time employees are not eligible for benefits. After the 90 days are completed, benefits will be offered to the employee. Print Clever Mediascope INC. reserves the right to terminate during this period without cause.<\/p><p><strong><em>Telephone<\/em><\/strong><\/p><p>Throughout this policy, personal use referred to is applicable during working hours \u2013 any time spent before or after a shift or when on breaks\/lunches would not be included in this policy.\u00a0 Landline telephones are provided for business use. If staff wish to use landline phones for personal<em> <\/em>calls, usage is limited to breaks only and must be kept brief (5 minutes or less). A Manager must approve any long-distance calls.\u00a0 For any staff without a designated landline phone, in the case of calls received, a message will be taken and forwarded to the employee at the earliest convenience. If there are circumstances where<em> <\/em>calls need to be received, the employee must notify Management in advance. If the caller states that the call is an emergency, every effort will be made to locate the employee so that they may take the call.\u00a0 Cell phones shall be turned off or set to vibrate mode while at work. If pre-approved by a manager, employees may carry and use personal cell phones while at work. If employee use of a personal cell phone causes disruptions or loss in productivity, the employee may become subject to disciplinary action per company policy. Staff member may be required to use the time on the personal call as a break or lunch period.\u00a0 Some staff may use<em> <\/em>cellular phones for business purposes; in this case, use of the cellular phone is assumed as \u201cpre-authorized\u201d use by management.\u00a0 Management reserves the right to request that employees provide cell phone bills and usage reports for calls made during working hours to determine if use is excessive.\u00a0 If an employee is operating a company vehicle may only receive calls while in a safe location to respond to the call. Failure to follow this policy may result in disciplinary action up to and including termination.<\/p><p><strong><em>Termination of Employment<\/em><\/strong><\/p><p>As an employee of Print Clever Mediascope, Inc., employment is considered \u201cEmployment at Will.\u201d Employment at Will simply means the traditional relationship between employer and employee, so that the employment relationship may be terminated by either party \u201cunilaterally.\u201d Thus, this Employee Handbook is NOT an express or implied contract of employment, but rather a guide to conduct and an informal summary of benefits at our company.\u00a0 Should you wish to resign for any reason, it is important for your employment record that adequate notice be given so that a replacement can be hired and trained. Two weeks is considered adequate notice. A written notice of resignation should be submitted to your manager at least two weeks prior to the effective date.\u00a0 Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so.\u00a0 \u00a0 In the case of involuntary termination involving a necessary reduction of force, or plant closure, our company will attempt to give similar advance notice to employees affected within the respective work classification. Management will conduct exit interviews with all employees leaving of their own will.\u00a0 Any Print Clever Mediascope property issued to employees must be returned to Print Clever Mediascope at the time of termination. Employees will be responsible for any lost or damaged items.<\/p><p><strong><em>Visitors<\/em><\/strong><\/p><p>At no time should anyone not employed by Print Clever Mediascope, Inc. be allowed on the production floor unless accompanied by a manager.\u00a0 All visitors must check in at the front office. No personal visitors are allowed during regular work hours.<\/p><p><br \/><strong><em>Additional Information<\/em><\/strong><\/p><ol><li><p>Additional information and policies may be implemented from time to time by Print Clever Mediascope, Inc.<\/p><\/li><li><p>The Employee Handbook is not an employment agreement or guarantee of employment.<\/p><\/li><li><p>My employment with Print Clever Mediascope, Inc. is \u201cat-will\u201d. I understand that either I or Print Clever Mediascope, Inc. may terminate the employment relationship, for any reason or for no reason, at any time with or without notice, regardless of the length of my employment or the granting of benefits of any kind, including but not limited to benefits which provide for vesting based on length of employment.<\/p><\/li><li><p>I also understand that no circumstances arising out of my employment will alter my \u201cat-will\u201d relationship. That status as an at-will employee can only be changed through a written agreement duly authorized and executed by the CEO of Print Clever Mediascope, Inc. and me.<\/p><\/li><li><p>I understand that no officer, employee or agent of Print Clever Mediascope, Inc. is authorized to make any oral statements, agreements, promises, representations or understandings inconsistent with the contents of the <br \/><\/p><\/li><\/ol>"},"borderRadius":{"id":104609558,"value":"#{text.border.radius}"},"textColor":{"id":104609559,"value":"#{text.color}"},"backgroundColour":{"id":104609560,"value":"#0000"},"truncateHeight":{"id":104609561,"value":null},"padding":{"id":104609563,"value":"6"},"fullWidth":{"id":104609564,"value":"0"},"fullBackgroundColor":{"id":104609565,"value":"#{text.fullBackground.color}"},"published":{"id":104609566,"value":"1"},"conditions":{"id":104609567,"value":"[]"},"template":{"id":104610122,"value":"text"}}}],"properties":{"title":{"id":104609522,"value":"Employee Handbook [USA]"},"isStorePage":{"id":104609523,"value":"1"},"ogImage":{"id":104609524,"value":"https:\/\/images.podos.io\/ozfkrzcrfbjzkw9mczgkyytjejoxmui3itiws7zhd81cu9s8.jpeg.jpg?w=1200&h=auto"}},"labels":[],"published":1,"sitemap":1,"divisionId":388371,"edited":true,"keyPhraseCampaignId":null}