FELDMAN'S Farm & Home
FELDMANS
Farm & Home
PART TIME
PERSONNEL HANDBOOK AND STORE POLICY
EFFECTIVE: July 1, 2007
THIS POLICY SUPERSEDES ALL REVISIONS AND PAST POLICIES THAT HAVE BEEN RECEIVED BY ALL EMPLOYEES SINCE AUGUST, 1975.
This personnel handbook lists the benefits being offered and working standards established at FELDMANS. These store policies are in accordance with the federal regulations and relations standards.
Some areas are very general guidelines and others are in more detail. If you need more information or have any questions, please feel free to check with your supervisor. FELDMANS reserves the right to change any section of this handbook at any time.
During your career with FELDMANS, you will be treated as an individual although you work as a member of a team. The company expects to benefit from your skills and ideas and will reward you for your efforts on an individual basis. In turn, the company expects that you will bring to your job your best skill and effort as well as your ideas.
Employment is terminable at will by either party at any time. You are not under contract and may resign from the company at any time. Any employee terminated for violation of any rule or policy outlined in this manual will forfeit all benefits.
To grow and develop, the successful retailer must set a pace that is one step ahead of the competition. Now more than ever one must be attuned to the customer...know products and merchandise them aggressively. We'll show you how FELDMANS sets that pace for its retail stores.
The history of FELDMANS: Louis & Margaret Feldman were farmers in Warrensburg Missouri until 1965 when they opened Louies Farm & Home. In 1971 Larrys Town & Country was opened in Odessa Missouri and the name was changed to FELDMANS, owned by Larry Parks, Dan Feldman, Louis Feldman and his brothers, Ted Feldman, Dick Feldman, Harry Feldman, and Henry Feldman. We opened FELDMANS in Blue Springs in 1981, Liberty in 1988, and Bonner Springs in 1998. FELDMANS is currently owned & operated by Dan Feldman, Margaret Feldman, and Sahrene Feldman.
FELDMANS is a member of Wheatbelt, Inc. This organization is made up of over 200 stores that consolidate their buying to obtain the lowest price possible and to deal directly with manufacturing companies. FELDMANS is also a member of TRUE VALUE Hardware. This is necessary in today's very competitive business world to stay ahead of the competition.
FELDMANS is always striving to improve business with more competitive prices, new products, and improved displays and selling techniques. We feel FELDMANS is a unique store and has an important place in the retail business community. FELDMANS tries to set and keep high standards so that those associated with FELDMANS can be proud of the store and its accomplishments.
Your working hours
• a. The first (90) ninety days of actual work as a new employee is considered an orientation/probation period.
• b. Recording your attendance time is important because this establishes the basis for over-time pay and other benefits.
• c. Employees are paid for scheduled working hours only and are expected to be on the work assignments at the beginning and end of their scheduled hours.
• d. Your supervisor must approve any alteration of scheduled time.
Your records
• a. On November 6, 1986, the Immigration Reform and Control Act (IRCA) was signed into law. The IRCA effects any employer with four or more employees. IRCA makes it unlawful for any employer subsequent to November 6, 1986 to "knowingly" hire, recruit, or refer for a fee any alien whose authorization to work has lapsed. FELDMANS works under this law and documents any new employee to meet the requirements of this law.
• b. Tell office personnel immediately whenever there are any changes in your address, phone number, marital status, and number of dependents or military service status. If this information is not correct, problems could arise concerning your taxes, employee benefits or other matters.
When you are absent
• a. When you must be absent from work because of sickness or any other reason, you must contact your supervisor prior to the start of the shift. Do not leave a message with the cashier answering the phone.
• b. When absent for several days, you should continue to phone every working day to keep your supervisor posted.
• c. Habitual or excessive tardiness or absenteeism cannot be tolerated and is cause for dismissal.
• d. A doctors release may be required concerning any absenteeism, illness.
• e. Anytime an employee fails to report to work without proper notification (as stated above) the company may consider this a voluntary resignation.
• f. Employees will be issued warning reports for any serious problems. If these problems persist the employee can be terminated.
Your health
If you are injured or become ill at work, it is important to follow these procedures:
• a. In an emergency, contact your supervisor. You may be given emergency treatment and/or arrangements will be made to provide treatment without delay.
• b. In a non-emergency, report to your supervisor. Your supervisor may recommend that you go for treatment to a local physician or hospital.
• c. Do not neglect an injury, illness, or any health problem just because it seems slight.
Your conduct
• a. It is not necessary to establish harsh restrictive guidelines for behavior if each of us uses good judgment and discretion in our dealing with each other and with the company. The "Rule of Reason" can be applied to any situation. If we consider the effect of our behavior on other employees or FELDMANS efficiency and ask, "What is fair?" a reasonable, logical standard of behavior becomes obvious.
• b. Employees should not spend time with solicitors unless pertaining to their job or department.
• c. Time spent visiting with customers, friends or relatives should be held to a minimum. Please do not abuse your time. Set a goal of courtesy and efficiency to the buying customer as your first concern.
• d. We need good customer/employee relations so a good and friendly attitude is a must. Be courteous and informative. Always try to present a cheerful, helpful nature.
• e. It is true that some areas of behavior are potential trouble spots. Some of these are spelled out below so that we may realize that they may require special attention. Please read these carefully, as they are examples and guidelines we wish to emphasize:
Absenteeism, tardiness, improper punching of time cards, profane or abusive language, threatening, fighting, not following instructions, careless workmanship, misuse or sabotage, soliciting or distributing literature during working time, falsification of records, removing or revealing confidential information, alcohol or drugs, financial or personal problems, poor housekeeping, loafing, visiting, theft, personal hygiene, rudeness to customers or fellow employees, sexual harassment, insubordination of rules and policies, misuse of telephone privileges, withholding information from employer that could aid in solving problems that you have witnessed.
A focus on sexual harassment:
According to the Missouri guidelines and interpretations of Missouri’s anti-discrimination laws, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when :
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.
3. Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
4. Sexual harassment also includes indecent or vulgar remarks, staring or ogling that causes sexual humiliation, and sexually oriented posters or cartoons that are viewed as offensive.
5. Notify the store manager immediately. If you are not comfortable talking to the store manager report the incident to a supervisor or to Dan Feldman. Whatever you do, please report the problem of sexual harassment as soon as possible after the incident. FELDMANS has a no tolerance policy toward any sexual harassment.
Employee safety on the job
FELDMANS tries to do everything possible to provide working conditions that are safe, pleasant and efficient, and to supply adequate and safe tools and equipment. Our good safety record has been accomplished through the cooperation of all employees. As a part of the job, your supervisor will see that you are instructed in the best and safest working practices applicable to your job. In meeting and individual discussion, safety will be stressed. Safety is a two-way street; you help make the safety program work. Here's how:
• a. Learn the safety procedures applying to your job and follow them.
• b. All employees working in the warehouse or moving freight must wear safety toe shoes.
• c. Special emphasis is placed on good housekeeping in warehouse and on sales floor. Keep aisles clear at all times. Move anything that may be an obstruction or creates a hazard to customers or employees such as boxes, merchandise, carts, shelving, etc. Immediately clean up any spills or potential hazardous conditions on the floor. Immediately report any condition you consider hazardous.
• d. Good judgment must be used in physical and mechanical demands of doing a job. Your judgment of how physical a job is or how to use equipment will make the job safe and help in eliminating damage to equipment and merchandise.
• e. Know special procedures in use of forklift. This is a must before any initial use. Getting permission to use a forklift is important. Your supervisor will inform you if you are allowed to use the forklift and will see that you have proper training.
• f. Know proper use of vehicles and other equipment before using. Make sure permission is obtained first.
• g. Careless, reckless or unauthorized use of vehicles and equipment can result in immediate dismissal.
Customer accidents
No matter how minor an accident might seem, always take necessary precautions to make sure the situation is being handled promptly and correctly. The situation might be or become more serious than it seems.
In case of customer accident, do these things:
• 1. Take care of the injured customer
• 2. Call a member of management
• 3. Obtain names and addresses of injured customer and witnesses.
• 4. Inspect the accident scene
• 5. Write a report of the incident including name, date and details.
Do not do these things:
• 1. Do not offer to pay medical expense
• 2. Do not admit responsibility
• 3. Do not mention insurance
• 4. Do not apologize for the accident
• 5. Do not discuss the accident with strangers
Service and quality
In order to fulfill FELDMANS goals to serve our customers efficiently, we must provide the type of quality service we would expect if we were the customer. Since the quality of our service has a direct effect on all phases of our business, from the size of our share of the market to the size of our profit, we must all consider ourselves responsible for friendly, courteous, efficient service. With this in mind, be sure that our collective contributions represent the highest standard of quality available. The success of FELDMANS and of the individuals on FELDMANS team depends on this attitude.
Remember the customer is paying your salary & that may depend on the kind of service they receive.
Progress and pay
Although in your job you may be part of a group, it is you and your individual performance that count at FELDMANS. Here are some basic concepts that will be important to you in your progress here:
A. Once per year, your performance is reviewed by the supervisor who has worked with you and evaluated your work. Your supervisor will counsel you to develop your strengths and to suggest areas where improvement can be made. Your progress is related to the increasing value of your performance on the job.
B. FELDMANS believes that promotional opportunities should be filled from within rather than bringing in people from outside the company. Occasionally, however, it is necessary to go outside to obtain individuals with special skills.
C. Creativity has a place everywhere in our business. Creativity is born of initiative, persistence and the courage to innovate. As FELDMANS grows larger and its problems become more complex, the company will need more creative thinking. Correcting and improving is important to the well being of the company. Constructive suggestions or criticism, fairly given and fairly received, is vital to the continuous improvement and progress of FELDMANS.
D. When you carry out your particular responsibility, you can expect constructive, understanding guidance from your supervisors. You must learn from your errors. Repeated mistakes of poor performance resulting from sheer carelessness, neglect, or lack of interest cannot be tolerated. A warning will be used in helping to correct the more serious type of problems that occur.
E. Never discuss your rate of pay with other employees. It is important that you do not discuss your pay with anyone other than your store manager. Any violation of this may result in termination.
Work Schedule
The work schedule is made out with the store having first priority. Each day a pre-established number of work hours are required for sales and other duties. The work schedule is important for a smooth running, efficient, successful establishment. FELDMANS success insures you of your job.
• a. The times posted are not estimations. You are expected to be here at that time.
• b. If your schedule is a problem your supervisor must first approve it before it can be changed. Most people's jobs are unique and different, so this also includes switching with others for days off.
• c. Do not take it upon yourself to add or subtract hours. You may not be aware of the reasons for the way hours are scheduled and you are not the only one involved.
Time cards
Each person will have a time card designated to them for the purpose of keeping an accurate record of hours worked. Your responsibility will be to work the hours assigned to you. Any time, more time or less time, must be approved by the management.
Section 785.48 labor standard act of 1938, title 29, code of federal regulation:
Differences between clock records and actual hours worked.
Time clocks are not required. Where time clocks are used, employees who voluntarily come in before their regular starting time or remain after closing time do not have to be paid for such periods provided, of course that they do not engage in any work. Their early of late clock punching may be disregarded. Minor differences between the clock records and actual hours worked cannot ordinarily be avoided.
• a. Time cards are to be used only by the designated employees on that card. There will be no clocking in or out by fellow employees.
• b. Have your supervisor fill out and OK the time when time deviates.
• c. At the end of the 2 week pay period, check your time card carefully. Mark any absences with the reason-sick, holiday, etc.
• d. Failure to time in or out can result in loss of time and pay. It is essential that you record your time accurately.
Paydays
• a. Employees' pay periods are on a biweekly basis.
• b. There is a one-week lag in payment of wages, in order to give the office time to prepare the payroll.
• c. If payday occurs during a brief period of paid absence, your supervisor will hold your check for you or will forward it to you at your request.
• d. If an employee separates, the paycheck will be issued on the next regular scheduled payday.
• e. You must pick up final paychecks in person and at that time return all store property: keys, employee handbooks, shirts, sign cobra form, etc.
Paychecks
• a. Your check should be confidential between you and your manager. Do not discuss your rate of pay with other employees. Any violation of this confidentiality may result in termination.
• b. Included with your check is a statement of earnings and deductions for the pay period just ended. The company is required by law to make certain deductions from your pay for various taxes.
• c. Paychecks will be distributed on Wednesday at or before 5:00 p.m.
Overtime
• a. Overtime pay will be at time and one-half if you work more than forty hours in a pay week. Any overtime hours must be approved by the store manager prior to working overtime.
• b. For overtime purposes the pay workweek starts Friday morning and ends the following Thursday night.
Lunch period
• a. The period of time allowed for lunch will be at the company's discretion.
• b. Usually one hour is allotted and must be taken completely unless otherwise instructed.
• c. Please don't abuse this by being late. Not timing in because you are late will result in time and wages lost.
Employee parking
• a. For customer convenience, employees are asked to park in an area away from the building. Please check with your supervisor for exact location.
Personal use of the telephone
• a. Since the telephone is a major tool of communication between customers and vendors, we must ask that personal calls be kept to a minimum. Legitimate personal calls you make should be during break or lunch time. Please do not abuse phone privileges. Cell phones and pagers are not allowed while at work.
Employee discounts and purchases
• a. Full-time and Part-time employees with 90 days of service are entitled to a 10% discount on most merchandise for their personal use, their spouse and children living at home. There are some items that do not qualify for discounts, such as sale items, promotional products, etc. The employee must make the purchase.
• b. Full-time and Part-time employees with 90 days service have the benefit of purchasing clothing at cost for themselves only. Clothing for spouses and children living at home or in school will receive a 10% discount. Please have your supervisor ok and initial all discounts.
• c. A cashier must process all merchandise purchased from FELDMANS on their employee account through the cash register with the presence of their manager. Employees may not ring up their own purchases, nor should they ring up purchases made by immediate family members. A manager must approve all discounts.
• d. Purchases should be made before or after work or during lunch break. Take the merchandise out of the building immediately. The purchase must be checked out by the manager.
Gifts, prizes, samples, etc.
• a. All gifts received from any person or company that is doing business with FELDMANS must be recorded by the person receiving such, noting who gave it and its approximate value. This information must be communicated to Sahrene Feldman. All gifts received are the property of FELDMANS.
• b. All prizes, awards, and trips received by employees from current or potential vendors become the property of FELDMANS.
• c. In the course of business, samples of products are sometimes necessary to conduct evaluations of material, workmanship and overall quality of the product. These samples are the property of FELDMANS.
Time off
• a. When you need time off work for personal reasons, talk to your supervisor. If the absence is to be short, you may arrange to take time off without pay.
Legal benefits
Often overlooked by employees as a fringe benefit they enjoy by working for a company like FELDMANS are legal benefits, namely:
• 1. Social security: A retirement benefit-each pay day the company deducts from your pay a tax which is paid into the treasury of the united states government to provide a retirement fund for you in your old age. The company shares on a 50/50 basis the cost of the retirement program for each employee.
• 2. Workman's compensation insurance: As a FELDMANS employee, you are protected under the worker's compensation act, which provides for hospital, medical, surgical care. FELDMANS pays this insurance.
• 3. Employment compensation: At FELDMANS you are protected against loss of income when employed through no fault of your own, by the Missouri employment security law. This law has provisions for the setting aside of reserves to be used for the benefit of persons unemployed through no fault of their own. FELDMANS pays this insurance for you.
Dress code
Since we are a retail business and meeting the public every day, we must put forth a certain image. We feel that our dress code can be easily followed.
• a. Clean jeans or slacks and shirts in good condition - no holes or tears. Shirts must be tucked in. Pants or slacks cannot have slits or drag the ground. Shirts must be tucked in. Keep dress respectable, nothing too revealing or distasteful.
• b. Follow good personal hygiene procedures daily.
• c. Beards are acceptable, but if you do shave do so daily. One or two days growth is unacceptable. Facial Jewelry is not allowed. Your dress and hygiene have a direct relation to our business and we ask that you keep that in mind at all times.
The open door policy
For people to work together effectively there must be a friendly congenial atmosphere based on mutual trust and respect. Yet in all human relationships, there are bound to be occasional misunderstandings and disagreements. It is important that these be resolved without delay. In most cases this is a simple matter, handled by the supervisor. But supervisors are only human and cannot always be expected to provide answers satisfactory to all concerned. FELDMANS policy provides for recourse to higher authority when that becomes necessary.
In general terms the policy is simply an attitude of fair and friendly consideration for each individual's viewpoint. More specifically, it invites you to express yourself freely to your supervisor about any aspect of your job or FELDMANS policies. If you have a problem, misunderstanding or requests talk to your supervisor about it. If your supervisor is unable to give you a satisfactory answer, you are free to take your problem directly to Dan Feldman: Phone 816.665.4059; e-mail Dan@feldmans-.
I have received a copy of FELDMANS store policy. I have read the policy and understand its contents.
Date Employee’s Signature
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