Betenbough Companies

POLICY GUIDE

EMPLOYEE ACKNOWLEDGEMENT |  The employee policy guide describes important information about Betenbough Companies. I understand that I should consult the Employee Support regarding any questions not answered in the policy guide.

I became an employee of Betenbough Companies voluntarily. I understand and acknowledge that there is no specified length to my employment at Betenbough Companies and that my employment is “at will”. I understand and acknowledge that "at will" means that I may terminate my employment at any time, with or without cause or advance notice. I also understand and acknowledge that "at will" means that Betenbough Companies may terminate my employment at any time, with or without cause or advance notice, as long as they do not violate federal or state laws.

I understand and acknowledge that there may be changes to the information, policies, and benefits in the Betenbough Companies employment policies. I understand that Betenbough Companies may add new policies to the guide as well as replace, change, or cancel existing policies. I also understand that the policy guide changes can only be authorized by the Executive Leadership Team.

I understand and acknowledge that this guide is not a contract of employment or a legal document. I have received the guide and I understand that it is my responsibility to read and follow the policies contained in this guide and any changes made to it.

EQUAL EMPLOYMENT OPPORTUNITY  |  We make employment decisions based on each team member's performance, qualifications, and abilities. We do not discriminate in employment opportunities or practices on the basis of race, color, sex, national origin, age, or disability.

This covers all employment practices, including selection, job assignment, promotion, working conditions, compensation, discipline, termination, access to benefits, and training.

We will promptly, thoroughly, and fairly investigate every issue that is brought to our attention in this area and will take disciplinary action, when appropriate, up to and including termination of employment.

EMPLOYEE DATA CHANGES  |  It’s important that Employee Support has the most up-to-date personal information in our records for the purpose of contact, benefits, and communication. It’s the team member’s responsibility to directly update Employee Support with changes such as: mailing addresses, phone numbers, benefit plan changes, etc.

OVERTIME  | Non-exempt team members will receive overtime pay in accordance with the federal and state wage and hour laws. Overtime pay is based on the actual hours worked. For this reason, time off for sick leave, vacation, and other paid or unpaid leaves of absence is not counted as hours worked when calculating overtime pay. All overtime must be approved by your leader.

ESOP ACKNOWELDGEMENT  | The appreciation in value of Betenbough Companies stock will be affected should the Executive Leadership Team choose to give a portion or all the profits away to a 501(c)(3) non-profit.

While it is the desire of the leadership team to contribute to your ESOP plan each year, the amount, if any, will be determined by the overall profitability of the company.  If a contribution is deemed appropriate, it will be made in either cash or shares of stock, whichever the Executive Leadership Team chooses.

If you choose not to participate in the ESOP, your job will not be in jeopardy and there will be no other repercussions from making that choice. Your advancement and/or company compensation will not be adversely affected by your decision not to participate in the ESOP.

WORKERS COMPENSATION NETWORK | The workers' compensation program covers injuries or illnesses that might happen during your employment that require medical, surgical, or hospital treatment.  Workers' compensation covers only work-related injuries and illnesses.  Betenbough Companies does not provide workers' compensation benefits for injuries or illnesses that occur during voluntarily off-duty recreational, social, or athletic activity sponsored by Betenbough Companies.

You are required to notify your manager immediately about any work-related injury or illness, regardless of how minor. If I am hurt on the job and live in the service area described in this information, I understand that:

  • I must choose a treating doctor from the list of doctors in the network. Or, I may ask my HMO primary care physician to agree to serve as my treating doctor.
  • I must go to my treating doctor for all health care for my injury. If I need a specialist, my treating doctor will refer me. If I need emergency care, I may go anywhere.
  • The insurance carrier will pay the treating doctor and other network providers.
  • I might have to pay the bill if I get health care from someone other than a network doctor without network approval.

DISABILITY ACCOMMODATION  |  We are committed to complying fully with the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAA). We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities. We conduct all our employment practices and activities on a non-discriminatory basis.

It is our policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions, and privileges of employment.

We will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation or if the accommodation creates an undue hardship to us.