1 EMPLOYEE HANDBOOK ALL WORKERS 2025 New England Security Protective Services Agency 208 Broadway Malden, MA 02148 617-322-6372 [email protected] www.newenglandsecurity.com Effective Date: March 1, 2025
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3 TABLE of CONTENTS CORE POLICIES ........................................................................................................................................................ 6 1.0 WELCOME..................................................................................................................................................... 6 1.1 A Welcome Policy ........................................................................................................................................................6 1.2 At-Will Employment ......................................................................................................................................................6 2.0 INTRODUCTORY LANGUAGE AND POLICIES........................................................................................... 7 2.1 About the Company......................................................................................................................................................7 2.2 Ethics Code ..................................................................................................................................................................7 2.3 Our Organization ..........................................................................................................................................................8 2.4 Revisions to Handbook ................................................................................................................................................8 3.0 HIRING AND ORIENTATION POLICIES....................................................................................................... 8 3.1 Accommodations for Pregnant Employees ..................................................................................................................8 3.2 Conflicts of Interest.......................................................................................................................................................9 3.3 Disability Accommodation ............................................................................................................................................9 3.4 Employment Authorization Verification .......................................................................................................................10 3.5 Non-Fraternization Policy ...........................................................................................................................................10 3.6 Job Descriptions.........................................................................................................................................................11 3.7 New Hires and Introductory Periods ...........................................................................................................................11 3.8 Posting of Openings ...................................................................................................................................................12 3.9 Training Program........................................................................................................................................................12 4.0 WAGE AND HOUR POLICIES .................................................................................................................... 12 4.1 Attendance .................................................................................................................................................................12 4.2 Direct Deposit.............................................................................................................................................................13 4.3 Employment Classifications .......................................................................................................................................13 4.4 Introduction to Wage and Hour Policies .....................................................................................................................14 4.5 Paycheck Deductions .................................................................................................................................................14 4.6 Posting of Work Schedules ........................................................................................................................................15 4.7 Recording Time ..........................................................................................................................................................15 4.8 Use of Employer Credit Cards....................................................................................................................................16 4.9 Workday/Workweek ...................................................................................................................................................16 5.0 PERFORMANCE, DISCIPLINE, LAYOFF, AND TERMINATION ............................................................... 16 5.1 Criminal Activity/Arrests .............................................................................................................................................16 5.2 Disciplinary Process ...................................................................................................................................................16 5.3 Exit Interview ..............................................................................................................................................................17 5.4 Open Door/Conflict Resolution Process .....................................................................................................................18 5.5 Outside Employment ..................................................................................................................................................18 5.6 Pay Raises .................................................................................................................................................................18 5.7 Performance Improvement .........................................................................................................................................18 5.8 Post-Employment References....................................................................................................................................19 5.9 Promotions .................................................................................................................................................................19 5.10 Resignation Policy ....................................................................................................................................................19 5.11 Standards of Conduct...............................................................................................................................................20 5.12 Workforce Reductions (Layoffs) ...............................................................................................................................21 6.0 GENERAL POLICIES .................................................................................................................................. 21 6.1 Authorization for Use of Personal Vehicle ..................................................................................................................21 6.2 Computer Security and Copying of Software .............................................................................................................21 6.3 Driving Record............................................................................................................................................................22 6.4 Employer Sponsored Social Events ...........................................................................................................................22 6.5 Employer-Provided Cell Phones/Mobile Devices .......................................................................................................22 6.6 GPS Monitoring of Employer Vehicles .......................................................................................................................22 6.7 Incentive Programs ....................................................................................................................................................23 6.8 Nonsolicitation/Nondistribution Policy.........................................................................................................................23 6.9 Off-Duty Use of Employer Property or Premises ........................................................................................................24 6.10 Payroll Advances and Loans ....................................................................................................................................24 6.11 Personal Appearance ...............................................................................................................................................24 6.12 Personal Cell Phone/Mobile Device Use ..................................................................................................................24 6.13 Personal Data Changes ...........................................................................................................................................25 6.14 Security ....................................................................................................................................................................25 6.15 Social Media.............................................................................................................................................................25 6.16 Telecommuting.........................................................................................................................................................26 6.17 Telephone Use .........................................................................................................................................................27 6.18 Third Party Disclosures ............................................................................................................................................27 6.19 Use of Company Technology ...................................................................................................................................27 6.20 Use of Employer Vehicles ........................................................................................................................................28
4 6.21 Workplace Privacy and Right to Inspect ...................................................................................................................29 7.0 BENEFITS.................................................................................................................................................... 29 7.1 401(k) Plan .................................................................................................................................................................29 7.2 Bereavement Leave ...................................................................................................................................................29 7.3 COBRA ......................................................................................................................................................................30 7.4 Dental Insurance ........................................................................................................................................................30 7.5 Employee Assistance Program (EAP) ........................................................................................................................30 7.6 Employer-Sponsored Disability Benefits ....................................................................................................................30 7.7 Family and Medical Leave (FMLA).............................................................................................................................31 7.8 Health Insurance ........................................................................................................................................................35 7.9 Holidays .....................................................................................................................................................................35 7.10 Life Insurance...........................................................................................................................................................36 7.11 Military Leave (USERRA) .........................................................................................................................................36 7.12 Paid Time Off (PTO).................................................................................................................................................36 7.13 Severance Pay .........................................................................................................................................................37 7.14 Sick Pay ...................................................................................................................................................................37 7.15 Unemployment Compensation Insurance ................................................................................................................39 7.16 Workers' Compensation Insurance ..........................................................................................................................39 8.0 SAFETY AND LOSS PREVENTION ........................................................................................................... 40 8.1 Drug and Alcohol Policy .............................................................................................................................................40 8.2 Drug-Free Workplace .................................................................................................................................................40 8.3 Face Masks in the Workplace ....................................................................................................................................41 8.4 General Safety ...........................................................................................................................................................42 8.5 Workplace Violence....................................................................................................................................................42 9.0 TRADE SECRETS AND INVENTIONS ....................................................................................................... 43 9.1 Confidentiality and Nondisclosure of Trade Secrets...................................................................................................43 10.0 CUSTOMER RELATIONS ......................................................................................................................... 43 10.1 Customer, Client, and Visitor Relations ....................................................................................................................43 MASSACHUSETTS POLICIES ................................................................................................................................ 44 HIRING AND ORIENTATION POLICIES.............................................................................................................. 44 EEO Statement and Nonharassment Policy........................................................................................................................44 Pregnant Workers Fairness Act Notice ...............................................................................................................................46 WAGE AND HOUR POLICIES ............................................................................................................................. 46 Accommodations for Nursing Mothers ................................................................................................................................46 Meal and Rest Periods ........................................................................................................................................................46 Overtime..............................................................................................................................................................................47 Pay Period ........................................................................................................................................................................... 47 Reporting Time Pay.............................................................................................................................................................47 Travel Time Pay ..................................................................................................................................................................47 Wage Disclosure Protection ................................................................................................................................................48 GENERAL POLICIES ........................................................................................................................................... 48 Access to Personnel and Medical Records Files ................................................................................................................48 BENEFITS............................................................................................................................................................. 49 Paid Family and Medical Leave ..........................................................................................................................................49 Crime Victim and Witness Leave ........................................................................................................................................52 Domestic Violence Leave ....................................................................................................................................................52 Jury Duty Leave ..................................................................................................................................................................53 Paid Sick Leave (Accrual Method) ......................................................................................................................................53 Parental Leave ....................................................................................................................................................................54 Small Necessities Leave .....................................................................................................................................................55 Voting Leave .......................................................................................................................................................................55 NEW HAMPSHIRE POLICIES ................................................................................................................................. 56 HIRING AND ORIENTATION POLICIES.............................................................................................................. 56 EEO Statement and Nonharassment Policy........................................................................................................................56 WAGE AND HOUR POLICIES ............................................................................................................................. 58 Accommodations for Nursing Mothers ................................................................................................................................58 Meal and Rest Periods ........................................................................................................................................................58 Overtime..............................................................................................................................................................................58 Pay Period ........................................................................................................................................................................... 58 Reporting Time Pay.............................................................................................................................................................59 Travel Time Pay ..................................................................................................................................................................59 GENERAL POLICIES ........................................................................................................................................... 60 Access to Personnel and Medical Records Files ................................................................................................................60 BENEFITS............................................................................................................................................................. 60
5 Crime Victim Leave .............................................................................................................................................................60 Jury Duty Leave ..................................................................................................................................................................60 Pregnancy Disability Leave .................................................................................................................................................61 Veterans Day Leave............................................................................................................................................................61 Voting Leave .......................................................................................................................................................................61 CLOSING STATEMENT ........................................................................................................................................... 62 ACKNOWLEDGMENT OF RECEIPT AND REVIEW............................................................................................... 63
6 Core Policies 1.0 Welcome 1.1 A Welcome Policy Whether you have just joined our staff or have been at New England Security for a while, we are confident that you will find our company a dynamic and rewarding place in which to work, and we look forward to a productive and successful association. We consider the employees of New England Security to be one of its most valuable resources. This handbook has been written to serve as the guide for the employer/employee relationship. New England Security complies with all federal and state employment laws, and this handbook generally reflects those laws. New England Security also complies with any applicable local laws, although there may not be an express written policy regarding those laws contained in the handbook. Please take the time now to read this handbook carefully. Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment. This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein. New England Security reserves the right to interpret, modify, or supplement the provisions of this handbook at any time. Neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. Please understand that no employee handbook can address every situation in the work place. If you have questions about your employment or any provisions in this handbook, contact Daniel Sarno. We wish you success in your employment here at New England Security! All the best, Daniel Ryan, President New England Security 1.2 At-Will Employment Your employment with New England Security is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the Company at any time, with or without notice and with or without cause. Nothing in this handbook or any other Company document should be understood as creating a contract, guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of continued benefits or employment. Only the President has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the President. If a written contract between you and the Company is inconsistent with this handbook, the written contract is controlling. Nothing in this handbook will be interpreted, applied, or enforced to interfere with, restrain, or coerce employees in the exercise of their rights under Section 7 of the National Labor Relations Act.
7 2.0 Introductory Language and Policies 2.1 About the Company It is important that each and every day, we keep in mind our mutual goals and our company's obligations to our employees and clients. New England Security's mission is: To provide our clientele with superior service that is in line with their ever-changing security and protection needs. New England Security recognizes that in order to achieve our mission, we must: • Recruit and retain the most qualified security specialists in the industry • Provide our employees with the best tools and technology the industry has to offer and continually train our employees on relevant security, safety and protection techniques available. • Approach all matters proactively and maintain transparency at all time. New England Security has been, and will continue to be, successful because of significant efforts of its people. New England Security offers its employees the opportunity for growth and development, and a competitive compensation program. We are committed to the belief that mutual trust and honesty are fundamental ingredients of successful working relationships. As a result, the culture of New England Security is one of open communication, teamwork, and mutual respect. 2.2 Ethics Code New England Security will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices, at all times consistent with their duty of loyalty to the Company. In recognition of the professional standards New England Security upholds and as a member of this organization, I will conduct myself in a manner consistent with the moral and ethical values of the company, and therefore, I pledge: To conduct myself with honesty and integrity and to adhere to the highest moral principles in the performance of my assigned duties. To be faithful, diligent, and dependable in performing my duties, and to uphold at all times the laws, policies, and procedures that protect the rights of other and their property. To observe with accuracy, and prudence, without allowing personal feelings, prejudices, biases, or personal relationships to influence my judgments. To report to my Immediate Supervisor, without hesitation, any violation of the law or New England Security's policies and procedures. To respect and protect the confidential and privileged information of New England Security or its Clients beyond the term of my employment, except where allowed by agreement or law. To cooperate with all recognized and responsible law enforcement and government agencies in matters within their jurisdiction.
8 To accept no compensation, commission, gratuity, or other advantage without the knowledge and consent of New England Security. To conduct myself professionally at all times, and to perform my duties in a manner that reflects credit upon me, New England Security, and its Clients. To strive continually to improve my performance by seeking training and educational opportunities that will better prepare me for my duties and responsibilities. 2.3 Our Organization For the purposes of this handbook, this section will identify key management roles that you will interact with during your employment. DISPATCH - Dispatchers are the eyes and ears of the field. They work 24/7 at the main Malden HQ and their goal is to monitor the activities of the field in real time. They are responsible for informing clients and guards of pertinent information about job sites. They also monitor the activity and location of all guards. Dispatchers will call you if they need you to conduct a tour, submit a report, address an incident on site, as well as manage your clocking in and out of shifts. To reach a manager, the best course of action is to call dispatch for all your needs and concerns: 617-322-6372. COMPLIANCE TEAM - Compliance officers are the boots on the ground that assure our services are living up to the expectations of our clients both in quality and effectiveness. Compliance officers communicate closely with dispatchers to assess concerns and issues in real time. The compliance team is also responsible for the overall quality of our guards' performance, appearance, and level of knowledge. They will conduct periodic inspections of sites and guards to assure standards are being met. FIELD OPERATIONS MANAGER - The field operations managers oversee the entire field operations including scheduling, compliance, and quality assurance. They will also manage the start up of any new client site and assure that proper training and post orders are provided to all guards in the field. If you need to reach a manager, it is recommended that you call dispatch to be connected. 2.4 Revisions to Handbook This handbook is our attempt to keep you informed of the terms and conditions of your employment, including New England Security policies and procedures. The handbook is not a contract. The Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook or in a posting on company bulletin boards. 3.0 Hiring and Orientation Policies 3.1 Accommodations for Pregnant Employees New England Security will provide reasonable accommodation to pregnant employees for known limitations related to pregnancy, childbirth, or other related medical conditions in accordance with the federal Pregnant Workers Fairness Act (PWFA). Examples of potential reasonable accommodations include: • Seating;
9 • Closer parking; • Flexible hours; • Appropriately sized uniforms and safety apparel; • Additional break time to use the bathroom, eat, and rest; • Leave or time off to recover from childbirth; • Limitations on strenuous activities; and • Limitations on strenuous activities or those that involve exposure to compounds not safe for pregnancy. If you require an accommodation, notify your Manager. If the need for a particular accommodation is not obvious, you may be asked to include relevant information such as: • The reason you need an accommodation. • A description of the proposed accommodation. • How the accommodation will address limitations caused by pregnancy, childbirth, or related medical conditions. The Company will not require you to accept any accommodation without engaging in the interactive process to accurately understand your limitations and explore potential accommodations. The Company is not required to make your specific requested accommodation and is not required to provide any accommodation that would constitute an undue hardship on the Company. If leave is provided as a reasonable accommodation, it may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by law. The Company will comply with state or local laws that provide additional protections beyond the PWFA. The Company will not retaliate against employees who request or receive an accommodation under this policy. 3.2 Conflicts of Interest New England Security is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. If there is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or contractor to the Company, you must disclose it to your Manager. If an actual or potential conflict of interest is determined to exist, the Company will take such steps as it deems necessary to reduce or eliminate this conflict. 3.3 Disability Accommodation New England Security complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws, and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business. If you require an accommodation because of your disability, it is your responsibility to notify your Manager. You may be asked to include relevant information such as: • The reason you need an accommodation. • A description of the proposed accommodation. • How the accommodation will help you perform the essential functions of your job.
10 After receiving your request, the Company will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by the Company in connection with a request for accommodation will be treated as confidential. The Company encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job. However, the Company is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Company. Where state or local law provides greater protections to employees than federal law, the Company will apply the law that provides the greatest benefit to employees. If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law. The Company will not discriminate or retaliate against employees for requesting an accommodation. 3.4 Employment Authorization Verification New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with New England Security. If you are currently employed and have not complied with this requirement or if your status has changed, inform your Manager. If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the Company. 3.5 Non-Fraternization Policy The Company believes that a workplace where employees maintain boundaries between personal and business interactions is most effective for conducting business. Although this policy does not prevent the development of friendships or romantic relationships between coworkers, it does establish clear expectations as to how relationships will be treated during working hours and within the working environment. Individuals in supervisory relationships or other influential roles are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information, and their ability to influence others. This policy not only applies between co-workers, but also between employees and our clients or workers/agents/constituents of our clients. The following are guidelines and are not meant to be all-inclusive: • During work time and in work areas, employees are expected to keep personal exchanges limited so that others are not distracted or offended and so that productivity is maintained. • During non-work time, such as lunches and breaks, employees are not prohibited from having appropriate personal conversations in non-work areas as long as their conversations and behaviors could in no way be perceived as offensive or uncomfortable to a reasonable person. • Employees are strictly prohibited from engaging in physical contact beyond that which they would share with any other coworker while on Company premises, whether during working hours or not. • Due to the high potential for favoritism or allegations of quid-pro-quo relations, romantic relationships between supervisors and subordinates are generally prohibited.
11 • Supervisors, managers, executives, or anyone else in sensitive or influential positions must disclose the existence of any relationship with another coworker that has progressed beyond a friendship. Disclosure may be made to Human Resources. This disclosure will enable the organization to determine whether any conflict of interest exists because of the relative positions of the individuals involved. • Where problems or potential risks are identified, the Company will work with the parties involved to consider options for resolving the conflict. The initial solution will be to make sure that the parties involved no longer work together on matters where one can influence the other or take action for the other. Matters such as hiring, firing, promotions, performance management, compensation decisions, financial transactions, etc. are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage. • In some cases, more significant measures may be necessary, such as transfer to other positions or departments. The individual with the more senior position will be considered for transfer first to avoid any perception of retaliation against the less senior person. • Employees shall not accept gifts or goods from clients or coworkers for favors or incentives to break company policy or protocol. • Employees shall be removed or terminated from a job site if they engage in any form of romantic relationship with employees or constituents of clients. • Nothing in this fraternization policy shall alter or modify any portion of the Company’s Sexual Harassment Policy. • The provisions of this policy apply regardless of the sexual orientations of the parties involved. • Any employee who feels they have been disadvantaged because of this policy, or who believes this policy is not being adhered to, should contact Human Resources. 3.6 Job Descriptions New England Security attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from your Manager. Job descriptions prepared by the Company serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the Company may have to revise, add to, or delete from your job duties per business needs. On occasion, the Company may need to revise job descriptions with or without advance notice to employees. If you have any questions regarding your job description or the scope of your duties, please speak with your Manager. 3.7 New Hires and Introductory Periods The first 90 days of your employment is considered an introductory period. During this period, you will become familiar with New England Security and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Your introductory period with the Company can be shortened or lengthened as deemed appropriate by management and Human Resources. Completion of this introductory period does not simply guarantee continued employment. Nothing that occurs during or after this period should be construed to change the nature of the at-will employment relationship.
12 3.8 Posting of Openings New England Security desires to promote qualified employees from within where it believes that is possible, consistent with the need to assure that all positions are staffed by highly competent individuals. New job openings generally will be posted on our website, social media sites, and other popular job boards found online. 3.9 Training Program In most cases, and for most departments, training employees is done on an individual basis by the department manager. Even if you have had previous experience in the specified functions of your job duties, it is necessary for you to learn our specific procedures, as well as the responsibilities of the specific position. Your training will consist of, but not limited to: • 6 hours of computer-based module learning • 10 hours of classroom time known as orientation • 8 hours of on-job-training (OJT) in the field • 20 hours of job shadowing before being assigned to a site alone Your post may also require you to complete our driving safety course. If you ever feel you require additional training, consult your Manager. 4.0 Wage and Hour Policies 4.1 Attendance If you know ahead of time that you will be absent or late, provide reasonable advance notice to dispatch by calling 617-322-6372. It will be considered unreasonable notice if you call out of your shift moments or hours before the start time of your shift or after your shift has already commenced. You may be required to provide documentation of any medical or other excuse for being absent or late where permitted by applicable law. We will typically request a doctor's note if you are absent from work for three consecutive days. This policy does not apply to serious medical emergencies or for accidents beyond your control. Company Expectations Regarding Attendance: Employees should remember that regular, reliable attendance and timeliness is expected. Your punctuality and reliability will be taken into account when reviewing your performance and may be used to help determine promotions, pay increases, or if necessary, appropriate disciplinary action. If an employee commits fraud or abuse by engaging in an activity that is not consistent with allowable purposes for sick time, the employee may be subject to disciplinary action. If an employee is exhibiting a clear pattern of taking leave on days just before or after a weekend, vacation, or holiday, the company may discipline the employee for misuse of earned sick time, unless the employee provides verification of authorized use. New England Security reserves the right to apply unused vacation, sick time, or other paid time off to unauthorized absences where permitted by applicable law. Absences resulting from approved leave, vacation, or legal requirements are exceptions to the policy. Absence Notification Procedures:
13 If an employee needs to be absent, to be late or to leave work early (for purposes that are permissible under the earned sick time law), the employee must give advance notice via phone to his or her dispatcher on-duty, except in an emergency. If the absence is foreseeable (for example, if the employee will be absent to attend a previously scheduled appointment), the employee must provide up to seven days' advance notice, unless the employee learns of the need to use earned sick time within a shorter period of time. If the absence is not foreseeable, the employee must provide notice to his or her supervisor at least 8 hours before the start of the employee's shift. If 8 hours' notice is not reasonable due to an accident or sudden illness, notice must be provided as soon as practicable. If an employee is going to be absent on multiple days, the employee or the employee's surrogate (e.g., spouse, adult family member or other responsible party) must provide notice of the expected duration of the leave or, if unknown, provide notice of continuing absence on a daily basis, unless the circumstances make such notice unreasonable. 4.2 Direct Deposit New England Security encourages all employees to enroll in direct deposit. If you would like to take advantage of direct deposit, please utilize the self-service features of www.paychexflex.com to update your banking details. Typically, the bank will begin the direct deposit of your payroll within 30 calendar days after you submit your completed application. If you have selected the direct deposit payroll service, a written explanation of your deductions will be given to you on paydays described in the preceding sections in lieu of a check. 4.3 Employment Classifications The Company designates all employees as either exempt or nonexempt in compliance with applicable federal, state, and local law: • Exempt Employees. Exempt employees are generally paid a fixed salary and are not entitled to overtime pay. • Nonexempt Employees. Nonexempt employees are entitled to minimum wage and overtime pay. The Company also assigns each employee to one of the following categories: • Regular Full-Time Employees. Regular full-time employees are normally scheduled to work at least 30 hours per workweek, except for approved time off. • Regular Part-Time Employees. Regular part-time employees are normally scheduled to work 29 hours or less per workweek. • Temporary/Seasonal Employees. Temporary employees are generally hired on a temporary or project-specific basis, with either full- or part-time hours. Seasonal employees are hired on a temporary basis during a time of year when extra work is available. Temporary/seasonal employees are not eligible for most Company benefits. You will be informed of your classification, status, and responsibilities at the time of hire and at any time your classification, status, or responsibilities change. If you have a question regarding this information, contact [email protected]. These classifications do not alter your employment at-will status.
14 4.4 Introduction to Wage and Hour Policies Introductory Period: All employees serve a 60-day introductory period upon hire. This gives both you and the company an opportunity to evaluate your performance and determine if the new job is suitable for you. It is important to emphasize that completion of the introductory period does not guarantee employment for any given amount of time. Our employment at-will policy remains in effect both before and after the introductory period. During this period, you may be terminated at any time for any reason with or without written warning. After successfully completing the introductory period, all future disciplinary actions will be handled in accordance to the procedures outlined in the company's Standard Operating Procedures. Full Time: Full time employees are often scheduled for at least 30 hours per week. During busy times of year, full time employees are often scheduled for significantly more time. Part Time: Part time employees are typically scheduled for fewer than 30 hours per week. Short Term Employee: Employees who were hired for a specific short‐term project or to help meet business needs. Short‐term employees generally are not eligible for company benefits, but are eligible to receive statutory benefits. Employees are also classified as either "Exempt" or "Non-Exempt." Exempt Employees meet certain qualifications of the Fair Labor Standards Act and are not entitled to overtime pay. Non-Exempt employees are eligible for overtime pay. Employees are paid bi-weekly on Fridays for the pay period ending the previous Saturday. Training Pay During your training, you will receive a training base rate that may be different than your regular pay, but will not be less than the state's minimum wage requirements. Overtime Depending on your position, you may need to frequently work overtime hours to meet the needs of our clients. This is especially true during the busiest months of the year. All overtime hours must be approved by a supervisor. Overtime pay is granted to non-exempt employees at a rate of 1 ½ times your normal hourly rate for any hours worked in excess of 40 in a weekly pay period. Only actual hours worked are factored into the overtime calculation. Please speak with your supervisor if you have any questions on the overtime policy. 4.5 Paycheck Deductions New England Security is required by law to make certain deductions from your pay each pay period, including deductions for federal income tax, Social Security and Medicare (FICA) taxes, MA state income tax, MA Unemployment Tax, contributions to MA PMLA, and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the information you list on your federal Form W-4 and applicable state withholding form. Permissible deductions for exempt employees may also include, but are not limited to, deductions for full-day absences for reasons other than sickness or disability and certain disciplinary suspensions. You may also authorize certain voluntary deductions from your paycheck where permissible under state law. Your deductions will be reflected in your wage statement. If you have any questions about deductions from your pay, contact your Manager.
15 The Company will not make deductions to your pay that are prohibited by federal, state, or local law. Review your paycheck for errors each pay period and immediately report any discrepancies to your Manager. You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an immediate adjustment, which will be paid no later than your next regular payday. The Company will not retaliate against employees who report erroneous deductions in accordance with this policy. 4.6 Posting of Work Schedules All work schedules will be uploaded to the TrackTik server on a weekly basis. You must log in to your TrackTik application in order to review current published schedules. You will also receive an email weekly that will outline all shifts you are currently assigned to. You must acknowledge and confirm receipt of the emailed schedules using the provided link. Any changes or subsequent updates to your schedule will be emailed to you in a timely manner. 4.7 Recording Time New England Security is required by applicable federal, state, and local laws to keep accurate records of hours worked by certain employees. To ensure that the Company has complete and accurate time records and that employees are paid for all hours worked, nonexempt employees are required to record all working time using Company TrackTik Guard Management mobile application. Exempt employees may also be required to track days or time worked. Speak with your Manager for specific instructions. You must accurately record all of your time to ensure you are paid for all hours worked, and must follow established Company procedures for recording your hours worked. Time must be recorded as follows: • Immediately before starting your shift. • Immediately after finishing work, before your meal period. • Immediately before resuming work, after your meal period. • Immediately after finishing work. • Immediately before and after any other time away from work. Employees are required to log their hours through our online timekeeping system. If you miss a punch or make a mistake, please let dispatch know as soon as possible. You are required to keep an accurate account of hours worked, and violations of this can result in disciplinary action. As a safeguard for both the employer and the employee, the company utilizes GPS technology in their company vehicles and timekeeping systems to verify location. You are required to clock in and out of shifts with your device GPS on. Please notify your supervisor immediately if you notice any errors, erroneous deductions, or other discrepancies on your paycheck. We will look into any such notifications by you and make any needed corrections or adjustments as soon as possible. Falsifying time entries is strictly prohibited. Falsifying time entries includes working "off the clock." If you falsify your own time records, or the time records of co-workers, or if you work off the clock, you will be subject to discipline up to and including termination. Immediately report to [email protected] any employee, supervisor, or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.
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