EMPLOYEE DISCOUNT POLICY - Jim Riehl
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Dear Fellow Employee:
Jim Riehl’s Friendly Chrysler Jeep Inc., is proud of its many accomplishments since its founding in December, 1987, and of the people who make it a successful organization and an interesting place to work.
To those of you who are current employees, your dedication and acceptance of responsibilities have enabled Jim Riehl’s Friendly Chrysler Jeep Inc. to earn many awards, such as the coveted Five Star Award for Excellence. We have continued to grow our organization year after year and to date, exceed our minimum sales responsibility by 125%.
To those of you who are new to Jim Riehl’s Friendly Chrysler Jeep Inc., I extend a warm welcome. Whatever your department or job description may be, your performance will contribute to the overall success of the Dealership. We are proud to have you as a member of our team. A team that is built on one basic principle: commitment to our customer, who is our true employer.
As your organizational employer, Jim Riehl’s Friendly Chrysler Jeep Inc. is committed to the following:
- Maintaining wage rates and benefit programs that are equitable or above the prevailing practices of other area dealerships.
- Filling vacancies from within, whenever possible.
- Providing a safe, healthful and positive working atmosphere.
- Doing all in our power to make your place of employment an excellent place to work and an asset to the community.
Jim Riehl’s Friendly Chrysler Jeep Inc. mission is to:
Create a friendly atmosphere by providing the honesty, integrity and personal attention that will consistently exceed expectations and promote customer and owner loyalty.
As an employee of Jim Riehl’s Friendly Chrysler Jeep, Inc., we ask that you maintain our commitment to our mission statement. Once again, I’m glad to have you as a member of the Jim Riehl’s Friendly Chrysler Jeep Inc. Team. I hope that my pride as your employer will only be exceeded by your pride as an employee.
This handbook describes some of your responsibilities as an employee of Jim Riehl’s Friendly Chrysler Jeep Inc.
Sincerely,
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James Riehl, Jr
President
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EMPLOYEE HANDBOOK
Table of Contents
| |PG |
|WELCOME LETTER………………………………………………………………….... | |
| | |
|NEW EMPLOYEE ORIENTATION …………………………………………………... | |
| |6 |
|INTRODUCTORY STATMEMENT…………………………………………………… | |
| |7 |
|RECEIPT OF EMPLOYEEHANDBOOK Acknowledgement Form ......... | |
| |8 |
|MISSION STATEMENT………………………………………………………………… | |
| |9 |
|GENERAL INFORMATION………….……………………………………………… | |
|Introduction……………………….……………………………………………....... |10 |
|New Employee Orientation……………………………………………………….... |11 |
|Personal Information……………………………………………………………….. |11 |
|Hours of Operation………………………………………………………………… |11 |
|Hours of Work……………………………………………………………………... |12 |
|Parking……………………………………………………………………………... |12 |
|Personal Use of Dealership Telephones………………………………………….... |12 |
|Mail……………………………………………………………………………….... |12 |
|Security………………………………………………………………………… |12 |
|Solicitation and Distribution………………………………………………………… |13 |
|Suggestions………………………………………………………………………… |13 |
|Visitors…………………………………………………………………………… |13 |
| |13 |
|EMPLOYMENT………………………………………………………………………… | |
|Equal Employment Opportunity…………………………………………………….. |14 |
|Employment at Will………………………………………………………………… |15 |
|Medical Examinations……………………………………………………………… |15 |
|Personnel Records…………………………………………………………………. |15 |
|Employment Categories……………………………………………………………. |16 |
|Motor Vehicle Record Inquiry…………………………………………………....... |16 |
|Promotions…………………………………………………………………………. |16 |
|References…………………………………………………………………………. |16 |
|Discipline…………………………………………………………………………… |17 |
|Reduction in Work Force………………………………………………………… |17 |
|Termination of Employment………………………………………………………... |17 |
|Exit Interview………………………………………………………………………. |17 |
|Return of Property…………………………………………………………………. |17 |
| |18 |
|GENERAL POLICIES…………………………………………………………………… | |
|Punctuality and Attendance………………………………………………………… |19 |
|Personal Appearance………………………………………………………………. |20 |
|Housekeeping………………………………………………………………………. |20 |
|Legal Compliance………………………………………………………………… |20 |
|Worker Safety and Health…………………………………………………………. |21 |
|Right to Know Law…………………………………………………………………. |22 |
|Environmental Compliance…………………………………………………………. |22 |
|Conflict of Interest…………………………………………………………………. |22 |
|Gifts………………………………………………………………………………. |23 |
|Employment of Relatives…………………………………………………………… |23 |
|Outside Employment……………………………………………………………….. |23 |
|Nondisclosure of Information………………………………………………………. |24 |
|Customer Relations………………………………………………………………… |24 |
|Customer Retention Management …………………………………………………. |24 |
|Customer Vehicles…………………………………………………………………. |25 |
|Dealership Vehicles……………………………………………………………....... |25 |
|Tools/Equipment……………………………………………………………………. |25 |
|Problem Solving……………………………………………………………………. |25 |
|Harassment………………………………………………………………………… |26 |
|Sexual Harassment……………………………………………………………… |26 |
|Substance Abuse…………………………………………………………………… |26 |
|Smoking…………………………………………………………………………... |27 |
|Serious Illness or Disease………………………………………………………… |27 |
|Severe Weather…………………………………………………………………… |27 |
| | |
|PAY AND PERFORMANCE…………………………………………………………… |28 |
|Pay…………………………………………………………………………………. |29 |
|Pay Days and Pay Periods…………………………………………………………. |29 |
|Time-Keeping……………………………………………………………………… |30 |
|Pay Deductions…………………………………………………………………… |30 |
|Lunch Period……………………………………………………………………….. |30 |
|Overtime…………………………………………………………………………… |30 |
|Pay Increases……………………………………………………………………… |31 |
|Performance Evaluation……………………………………………………………. |31 |
| | |
|LEAVE POLICIES……………………………………………………………………… |32 |
|Introduction………………………………………………………………………… |33 |
|Vacation……………………………………………………………………………. |33 |
|Holiday…………………………………………………………………………… |33 |
|Medical/Dental Appointments……………………………………………………… |33 |
|Military Leave……………………………………………………………………… |34 |
|Jury Duty………………………………………………………………………… |34 |
|Bereavement……………………………………………………………………… |34 |
| | |
|BENEFITS………………………………………………………………………………… |35 |
|Introduction………………………………………………………………………… |36 |
|Eligibility……………………………………………………………………………. |36 |
|Medical Benefits…………………………………………………………………… |36 |
|Dental Benefits…………………………………………………………………… |36 |
|Disability Insurance………………………………………………………………… |36 |
|Life Insurance……………………………………………………………………… |37 |
|Short Term Disability insurance…………………………………………………… |37 |
|401K Retirement Plan……………………………………………………………… |37 |
|Flex Spending………………………………………………………………………. |37 |
|Training Expenses………………………………………………………………….. |37 |
| | |
|EMPLOYEE DISCOUNTS & ADDITIONAL BENEFITS……………………………... |38 |
|Employee Discounts & Additional Benefits……………………………………… |39 |
| | |
| | |
|LEGALLY MANDATED BENEFITS…………………………………………………..... |40 |
|Workers’ Compensation…………………………………………………………...... |41 |
|Unemployment Insurance…………………………………………………………… |41 |
|Social Security………………………………………………………………………. |41 |
|Medicare…………………………………………………………………………….. |41 |
|Status of Benefits at Termination…………………………………………………… |42 |
|Family Leave Act ………………………………………………………………… |42 |
| | |
|Appendix………………………………………………………………………………..... |43 |
|Telemarketing Policy (Form 1950)…………………………………………………. |44 |
|Vehicle Use Agreement (Form ID 2000)…………………………………………… |45 |
|Separation from Employment Policy (Form ID 2050)……………………………… |46 |
|Employee Technology Assignment Policy Form (2100)…….…………………… |47 |
|Dress Code Policy (Form 2150)……………………………….……………………. |48 |
|Information Security Program Policy (Form 2200)………………………….. |49 |
|Red Flag Rules Policy (Form 2250)………………………………………………… |51 |
|No Harassment Policy/Procedure (Form 2350)…….…………………………… |52 |
|Software Code of Ethics (Form 2400)………………….………………………… |53 |
|Employee Technology Usage Agreement Policy (Form 2450)……………………... |54 |
|Dealership Demonstrator Vehicle Use Policy (Form 2500)………………………... |56 |
|Employee Insurance Deductible Benefit Policy (Form 2550)………………………. |57 |
|Smoking Policy (Form 2600)……………………………………………………….. |58 |
|Time Card Policy (Form2650)……………………………………………………… |59 |
|Minimum Wage/Draw Compensation Policy (Form 2700)………………………… |60 |
|Employee Payroll Deduction Benefit Policy (Form 2750)…………………………. |61 |
|Employee Vacation Benefit Policy (Form 2800)…………………………………… |62 |
|Employee Holiday Benefit Policy (Form2850)……………………………………... |63 |
|Employee Discount Benefit Policy (Form 2900)…………………………………… |64 |
|Employee Friends and Family Service/Parts Discount Benefit Policy (Form 2950).. |65 |
|Food Policy (Form 3000)…………………………………………………………… |66 |
|Disclosure of Intent to Obtain a Consumer Report (Form 3050……………………. |67 |
|Equipment Request Form (Form 3100)……………………………………………... |68 |
|General Request Form (Form 3150)………………………………………………… |69 |
|Employer’s Notice of FMLA Leave Calculation Method Policy (Form 3200.).…… |70 |
| | |
Jim Riehl’s Friendly Chrysler Jeep, Inc.
New Employee Orientation
As a new member of the Friendly family, we again welcome you. The start of your employment at our company includes an orientation with our office manager. During this orientation, the following will take place:
• Completion of your employment application and medical/drug screening (if not completed).
• Photocopying your valid driver’s license and social security card.
• Filling out of all tax related forms.
• Reviewing all our employee benefit programs (start after 90 days of employment).
• Reviewing our policies and procedures.
• Review our Emergency Access Plan.
• Review our “Mission Statement”.
• Assigning employee parking spot (if required).
• Complete our Employee Technology assignment policy form
• Please review our Employee Technology Assignment Policy in the appendix section (Form ID 2100)
• Assigning any website accounts, e-mail accounts, network password, employee assigned equipment (keys, phones, etc.), manufacturer passwords and logins, desks or work space, land phones, voicemail account and dealer management system accounts and passwords
• Having a manager or employee walk you through the building, introducing you to current employees and familiarizing you with your new surroundings.
• Assign a company vehicle and company plate, if required in employees pay plan.
• Give you a copy of this employee handbook, asking you to read and review our policies, programs and benefits enclosed in it. After reviewing this employee handbook, please sign the acknowledgment form on the next page and initial after each policy listed on the acknowledgement form. Once signed and initialed, please return to Office Manager.
Jim Riehl’s Friendly Chrysler Jeep, Inc.
INTRODUCTORY STATEMENT
This handbook provides basic information about Jim Riehl’s Friendly Chrysler Jeep Inc. policies, programs, and benefits. Read the handbook to learn about your responsibilities as an employee and the programs developed by Jim Riehl’s Friendly Chrysler Jeep Inc. for your benefit.
This handbook applies to employees of Jim Riehl’s Friendly Chrysler Jeep Inc. The policies, programs, and benefits outlined in it are effective as of January 01, 2010. This handbook replaces and supersedes all previous handbooks and does not attempt to cover all areas of policy, programs, and benefits. It is designed to acquaint you with Jim Riehl’s Friendly Chrysler Jeep Inc. by covering the questions most frequently asked by employees. Please do not hesitate to ask your supervisor or the Office Manager for more details.
The policies, programs, and benefits set forth are not terms and conditions of employment, nor should they be construed as an employment contract. The best interests of Jim Riehl’s Friendly Chrysler Jeep Inc., and our employees necessitate that there be flexibility in administration, and Jim Riehl’s Friendly Chrysler Jeep Inc. reserves the right to revise, supplement, or rescind any policy or provision in the handbook it deems appropriate, with sole and absolute discretion. Jim Riehl’s Friendly Chrysler Jeep Inc. will try to keep the handbook current, but there may be times when policies or programs will change before this material can be revised.
Your continued employment with Jim Riehl’s Friendly Chrysler Jeep Inc. is based on mutual consent. You have the right to end your employment relationship with Jim Riehl’s Friendly Chrysler Jeep Inc., at any time and for any reason. Similarly, the employment of any employee can be terminated in the sole discretion of Jim Riehl’s Friendly Chrysler Jeep Inc., for any reason, at any time. It should also be understood that no supervisor or representative of Jim Riehl’s Friendly Chrysler Jeep Inc., other than the Dealer, or Director of Operations has the authority to enter into a written agreement for employment for any specified period of time or to make any promises or commitments contrary to the terms as stated above. Further, any employment agreement shall not be enforceable unless it is in writing.
Our hope is that your employment with Jim Riehl’s Friendly Chrysler Jeep Inc. will be a rewarding and satisfactory experience.
Jim Riehl’s Friendly Chrysler Jeep, Inc.
Receipt of
Employee Handbook Acknowledgement Form
As a new employee of our company, please read and review our policies, programs and benefits enclosed in it. After reviewing this employee handbook, please sign the acknowledgment form on the next page and initial after each policy listed on the acknowledgement form. Once signed and initialed, please return to Office Manager.
I, ______________________________, have read and reviewed the Employee Handbook and all policies and procedures. I have initialed next to all policy and procedure forms listed below, acknowledging I have reviewed and agree with the policy.
Policy Form ID Initial
• Jim Riehl Friendly Chrysler Jeep, Inc. Employee Handbook Book ____________
• Telemarketing Policy 1950 ____________
• Vehicle Use Agreement 2000 ____________
• Separation From Employment Policy 2050 ____________
• Employee Technology Assignment Policy 2100 ____________
• Dress Code Policy 2150 ____________
• Information Security Program Policy 2200 ____________
• Red Flag Rules Policy 2250 ____________
• Telemarketing Policy 2300 ____________
• No Harassment Policy/Procedure 2350 ____________
• Software Code of Ethics 2400 ____________
• Employee Technology Usage Agreement Policy 2450 ____________
• Dealership Demonstrator Vehicle Use Policy 2500 ____________
• Employee Insurance Deductible Benefit Policy 2550 ____________
• Smoking Policy 2600 ____________
• Time Card policy 2650 ____________
• Minimum Wage/Draw Compensation policy 2700 ____________
• Employee Payroll Deduction Benefit Policy 2750 ____________
• Employee Vacation Benefit Policy 2800 ____________
• Employee Holiday Benefit Policy 2850 ____________
• Employee Discount Benefit Policy 2900 ____________
• Employee Friends and Family Service/Parts Discount Benefit Policy 2950 ____________
• Food Policy 3000 ____________
• Disclosure of Intent to Obtain a Consumer Report 3050 ____________
• Equipment Request Form 3100 ____________
• General Request Form 3150 ____________
• Employer’s Notice of FMLA Leave Calculation Method 3200 ____________
Signature X ___________________________________ Date: ________________
Employee Name: _______________________________
jim Riehl’s Friendly
Chrysler Jeep, Inc.
Mission Statement
To
Create
a Friendly Atmosphere
by Providing The
Honesty, IntegrIty and Personal Attention
that will consistently exceed expectations
and promote
customer and employee loyalty
General
Information
Section
GENERAL INFORMATION
Introduction
Each employee of Jim Riehl’s Friendly Chrysler Jeep Inc. receives a copy of this handbook at the beginning of his/her employment with our dealership. It contains many policies, which Jim Riehl’s Friendly Chrysler Jeep Inc considers necessary to conduct business smoothly, professionally and in compliance with all applicable state and federal laws.
As an employee of Jim Riehl’s Friendly Chrysler Jeep Inc, it is your responsibility to read your employee handbook, familiarize yourself with its contents, and adhere to our procedures and policies at all times. Employees who do not comply with the policies set forth in this handbook may be subject to disciplinary action up to and including termination.
If you have questions concerning any of the policies included here, or your rights and responsibilities ad defined by them, please feel free to discuss them with the Office Manager.
New Employee Orientation
Jim Riehl’s Friendly Chrysler Jeep Inc. wants to ensure that you get the proper start on the job. To acquaint you with our policies and operations, the Human Resources Manager will schedule an orientation session with you during which dealership polices, procedures, and benefits will be discussed.
At that time, you will also receive your employee handbook and complete needed paperwork, such as The Disclosure of Intent to Obtain A Consumer Report. Please review our Disclosure of Intent to Obtain a Consumer Report in the appendix section (Form ID 3050).
Read your handbook carefully and direct all questions to the Human Resources Manager. At the beginning of this handbook is a “Receipt of Employee Handbook Acknowledgment.” After you have read the handbook, please sign the acknowledgment and give it to the Office Manager.
Personal Information
Changes in personal information should be reported to the Human Resources Manager as soon as possible. Examples of changes include, but are not limited to:
- name
- address
- family or marital status
- telephone numbers
- insurance beneficiary
- new dependents
- emergency contacts
Hours of Operation
| |New and Used Cars |Service and Parts |General Office |
|Monday |8:30am - 8:00pm |7:00am - 8:00pm |7:30am - 9:00pm |
|Tuesday |8:30am - 6:00pm |7:00am - 6:00pm |7:30am - 6:00pm |
|Wednesday |8:30am - 6:00pm |7:00am - 6:00pm |7:30am - 6:00pm |
|Thursday |8:30am - 8:00pm |7:00am - 8:00pm |7:30am - 9:00pm |
|Friday |8:30am - 6:00pm |7:00am - 6:00pm |7:30am - 6:00pm |
|Saturday |10:00am - 3:00pm |8:00am - 2:00pm |10:00am – 3:00pm |
|Sunday |Closed |Closed |Closed |
Due to the nature of the business, it may be necessary from time to time for certain departments to open earlier or remain open later. Hours of Operation may change as business dictates.
Hours of Work
Hours of work vary by department and by position. Your supervisor will provide you with your specific work schedule including breaks and/or meal periods. Your work schedule may be changed from time to time, as needed, to meet the needs of our business and our customers. Your supervisor will advise you of any schedule changes.
Parking
Free parking is provided to employees. The Human Resources Manager will assign you a parking space in the employee parking area. You may use the parking area at your own risk, and you should keep your vehicle locked. Jim Riehl’s Friendly Chrysler Jeep Inc. assumes no liability for any damage to or theft of employee vehicles or personal property.
Personal Use of Dealership Telephones
Telephones are primarily used to conduct company business. Please limit personal calls. Personal long-distance calls made on dealership phones (or received on the company 800 line) are not permitted.
Mail
Employees may not use the dealership’s address for receiving personal mail. Mail delivered to you at the dealership is presumed to be business-related and will be opened by the Dealer or the person designated to open mail. Personal mail should be delivered to your home.
Security
The physical security of the dealership as well as the safety of our employees is important. All dealership property that can be secured with a lock, i.e., equipment, doors, files, desks, and gates, should be locked when not in use. At the end of each day, all locks should be secured.
Dealership vehicles and customer vehicles in for service should be locked. Report lost keys to the Service Manager.
Your supervisor will instruct you regarding specific security procedures pertaining to your position.
Solicitation and Distribution
When contacting our customers, we must make sure we follow the Do Not Call Rule. This rule stops companies from soliciting customers. It is important as an employee of this company to understand the rule. Please review our Telemarketing Policy in the appendix section (Form ID 1950).
In order to minimize disruptions to dealership operations and to help ensure the security of dealership personnel and property, solicitation and distribution of literature by non employees is prohibited in Jim Riehl’s Friendly Chrysler Jeep Inc. In addition, solicitation and distribution of literature by dealership employees is not permitted during working time or in work areas unless authorized by the Dealer or Director of Operations.
Suggestions
We welcome innovation at Jim Riehl’s Friendly Chrysler Jeep Inc., if you have ideas or recommendations for dealership improvement, i.e., customer relations, employee morale, safety, sales, service or any other facet of our operation, please write them down and give them to your supervisor or the Dealer. Of course, you are welcome to make suggestions to your supervisor at any time.
Visitors
Personal visitors for an employee are discouraged from coming to the dealership during work hours if the continuous visits affect employees’ job capability or the company’s image.
Employment
Section
EMPLOYMENT
Equal Employment Opportunity
Jim Riehl’s Friendly Chrysler Jeep Inc. is an Equal Opportunity Employer. All employees and potential employees will be recruited, selected, trained, promoted, and transferred without regard to national origin, color, religion, age, sex, height, weight, marital status, military background, or physical handicap. All applicants are carefully screened and full consideration is given to their training, education, skills, aptitudes, experience, growth potential and previous work history as it pertains to the position applied for.
Our Equal Employment Opportunity policy applies to all phases of employment; selection, promotion and demotion, transfer, compensation and benefits, layoff and recall and termination.
Jim Riehl’s Friendly Chrysler Jeep Inc. takes great care in selecting its’ employees through careful screening of written applications and resumes, interviewing, and thorough investigation of previous work history and references. It is the Dealership’s policy to hire employees that are capable, manageable, and totally committed to customer satisfaction.
Employment at Will
Jim Riehl’s Friendly Chrysler Jeep Inc. maintains a policy of at-will employment. Employment at the Dealership is voluntary and at-will and may be terminated by the Dealership or the employee at any time for any reason, other than those specifically prohibited by the law. Employment may be terminated with or without cause, and with or without notice at any time at the option of either the Dealership or the employee. This policy cannot be modified in any way except through a written signed statement by the Dealer Principle.
No representative of the Dealership, other than the Dealer, has the authority to enter into any agreement for employment for any specific period of time for any individual employee, or to make any agreement contrary to the at-will policy stated above unless in writing and signed by the Dealer.
Medical Examinations
Jim Riehl’s Friendly Chrysler Jeep Inc. wishes to maintain a safe and healthy working environment for the benefit of all employees. Following an offer of employment and as a continuing condition of employment, Jim Riehl’s Friendly Chrysler Jeep Inc. reserves the right to require applicants and employees to submit to medical examinations.
You may be required to have other medical evaluations during your employment if the dealership has concerns about your physical ability to perform your job effectively. Medical examinations will be for job-related purposes based on business necessity and will be performed by a physician or medical advisor selected and paid for by the dealership.
Medical information is confidential, and such confidentiality will be maintained in accordance with applicable legal requirements.
Personnel Records
Confidential personnel files and records, including medical information, are maintained for each employee and are the property of the dealership. Such confidentiality will be maintained in accordance with applicable legal and medical requirements.
Information contained in your personnel file will not be released to external sources unless clear, written permission to release specific information is obtained from you. With the approval of the Dealer, management employees who have an employment-related “need to know” may inspect another employee’s file.
Employment Categories
The following employment categories will clarify your employment status and benefit eligibility:
Full-time employees are scheduled to work at least 30 hours weekly. Regular full-time employees are eligible for benefits subject to the terms, conditions, and limitations of each benefit plan.
Part-time employees are scheduled to work fewer than 30 hours per week. Part-time employees are eligible for legally mandated benefits such as Social Security benefits and workers’ compensation insurance. Part-time employees are ineligible for other benefits, unless part of our benefit package (see yearly benefit offering).
Motor Vehicle Record Inquiry
In order to operate vehicles for Jim Riehl’s Friendly Chrysler Jeep Inc. you are required to have a current driver’s license and an acceptable driving record (per insurance company). If at any time during your employment you lose your driving privileges and your job requires you to operate a vehicle, you must report that loss to your supervisor immediately. Please review our Vehicle use agreement n the appendix section (Form ID 2000).
Promotions
Jim Riehl’s Friendly Chrysler Jeep Inc. attempts to fill vacancies through promotions from within whenever possible. However, Jim Riehl’s Friendly Chrysler Jeep Inc. reserves the right to fill vacancies from outside the dealership and without internal posting when it deems such action is necessary.
Employees are encouraged to apply and have the opportunity to advance within the dealership to positions of greater responsibility and higher pay. Jim Riehl’s Friendly Chrysler Jeep Inc. awards promotions on the basis of individual merit and qualifications and in accordance with applicable laws.
References
All requests for references should be directed to the Department Manager. This is the only person at Jim Riehl’s Friendly Chrysler Jeep Inc. who is authorized to provide such information.
Discipline
Jim Riehl’s Friendly Chrysler Jeep Inc. makes an effort to treat all employees equitably and to administer policies and procedures consistently. When performance is unsatisfactory, or when employees violate policies and procedures, disciplinary action may be taken. Examples of disciplinary action include, but are not limited to verbal warnings, written warnings, suspension and termination of employment. The nature of the disciplinary action will depend upon the circumstances of the particular problem or violation. Jim Riehl’s Friendly Chrysler Jeep Inc. specifically reserves the right to discipline an employee as it deems appropriate, including termination of employment.
Reduction in Work Force
If a reduction in work force should become necessary due to economic or other reasons, employees will be laid off at the discretion of the Dealership. Due consideration will be given to work performance, job knowledge, attendance record, length of service, and other factors relating to overall job performance.
Termination of Employment
Employment at Jim Riehl’s Friendly Chrysler Jeep Inc. is voluntary and at-will, which may be terminated by the Dealership or the employee at any time for any reason, other than those specifically prohibited by the law. Please review our Separation from Employment Policy in the appendix section (Form ID 2050).
Exit Interview
A terminating employee generally will be scheduled for an exit interview with the Office Manager and also may request an exit interview with his or her supervisor or the Dealer. The exit interview provides an opportunity for discussion of benefits coverage and continuation rights, repayment of outstanding debts, and the return of Jim Riehl’s Friendly Chrysler Jeep Inc. property. Please review our Separation from Employment Policy in the appendix section (Form ID 2050).
Return of Property
You are responsible for all Jim Riehl’s Friendly Chrysler Jeep Inc. property and materials, including keys, uniforms, tools, manuals or other written information issued to you or that is in your possession or control. Customer data, information, name list, phone number, copies of customer buyers orders or any customer information written, typed or on electronic format are is property of dealership and must be returned and not used outside of our company (due to privacy laws) You must immediately return all Jim Riehl’s Friendly Chrysler Jeep Inc. property in your possession or control at termination of your employment or at the request of Jim Riehl’s Friendly Chrysler Jeep Inc. Please review our Separation from Employment Policy in the appendix section (Form ID 2050) and our Employee Technology Assignment Policy in the appendix section (Form ID 2100).
General
Policies
Section
GENERAL POLICIES
Punctuality and Attendance
To maintain a productive work force, Jim Riehl’s Friendly Chrysler Jeep Inc. expects employees to be reliable and punctual in reporting to work. When you cannot avoid being late to work, must be away from work for part of the day, or are unable to work as scheduled due to unexpected illnesses or other unavoidable reasons, you must notify your supervisor or next higher level supervisor within fifteen minutes of your scheduled reporting time.
If you need to leave work for any reason, you must notify your supervisor or next higher level supervisor before you leave the building. Failure to call in or report work for three consecutive days will be considered a voluntary resignation. Your supervisor will monitor absences. Poor attendance and excessive tardiness are disruptive. Continual or excessive absences or tardiness may subject you to disciplinary action.
Personal Appearance
Proper dress and good grooming contribute to the morale of all employees and affect the business image we present to our customers and the community. You are expected to maintain a high standard of grooming and to present a professional, businesslike appearance consistent with the duties and responsibilities of your position. Extremes of any style are not permissible.
Employees in certain departments and positions will be issued and required to wear and maintain uniforms. Uniforms remain the property of Jim Riehl’s Friendly Chrysler Jeep Inc. and must be returned to the dealership upon termination.
Consult your supervisor if you have any questions about proper attire.
If uniforms are not required in you position, Please review our Dress Code Policy in the appendix section (Form ID 2150).
Groomed mustaches and beards are permitted if they are in compliance with health/safety regulations.
Housekeeping
Work areas are to be kept clean and neat at all times. Everything except essential items should be removed from desks, tables, and workbenches at the end of the day. All tools, supplies and equipment should be properly stored. This includes general common areas such as lunchrooms, etc. Please review our Food Policy in the appendix section (Form ID 2200).
Legal Compliance
Jim Riehl’s Friendly Chrysler Jeep Inc. complies with all state and federal laws impacting the way we conduct our business. As an employee of Jim Riehl’s Friendly Chrysler Jeep Inc., you agree to adhere to this dealership standard. Your supervisor or other personnel will inform you of the laws impacting your specific job and will instruct you regarding compliance requirements and procedures. Some regulated areas include but are not limited to the following:
Consumer Protection
Cash Reporting and Money Laundering
Vehicle Tampering (emissions and safety)
Odometer fraud
Disclosures (used car rule, credit and leasing practices, damage disclosure, etc.)
Red Flag Rules
Privacy Rules
Do Not Call Rules
Technology Usage Rules
Harassment Rules
Please see Appendix section for polices relating to these legal compliances:
Policy Form ID
Information Security Program Policy 2200
Red Flag Rules Policy 2250
Telemarketing Policy 2300
No Harassment Policy/Procedure 2350
Software Code of Ethics 2400
Employee Technology Usage Agreement Policy 2450
Check with your supervisor if you have any questions regarding legal compliance.
Worker Safety and Health
The prevention of accidents and maintenance of safe working conditions is the shared responsibility of Jim Riehl’s Friendly Chrysler Jeep Inc. and our employees.
Jim Riehl’s Friendly Chrysler Jeep Inc. complies with all requirements of federal, state, and local safety regulations to ensure a safe work environment. Your supervisor or other personnel will provide you with information on company safety rules and requirements. You are expected to cooperate by familiarizing yourself with and obeying all safety rules and regulations.
All employees working around potentially dangerous equipment or hazardous materials must use appropriate safety and personal protection equipment. Check with your supervisor if you have any questions about the safety and personal protection equipment you should use. The dealership will provide certain safety and personal protection equipment. Safety equipment which cannot be shared or which must conform to individual specifications, i.e., safety glasses, steel tipped shoes, etc., are the responsibility of the individual who will use them.
In addition, all job functions shall be conducted in a safe and healthful manner. Health and safety meetings and/or training will be provided from time to time. Attendance is a mandatory job responsibility of all applicable employees.
Employees will be subject to disciplinary actions up to and including termination for any of the following activities:
1. Failure to comply with applicable health and safety requirements.
2. Unsafe or unauthorized activities; i.e., horseplay.
3. Bringing unauthorized weapons of any kind, at any time, onto dealership property.
All accidents, injuries, and illnesses that occur at the workplace must be reported to your supervisor immediately.
The ‘Right to Know’ Law
The ‘Right to Know” Law is a law that concerns your safe exposure and handling of certain material and objects that you may come in contact with throughout your daily duties. If your job requires that you use hazardous or toxic materials, you are expected to comply with all laws, rules and regulations concerning their safe handling and disposal. If you have any questions about the materials you work with or the proper safety procedures to follow, your supervisor has details and training information regarding the law.
Environmental Compliance
Jim Riehl’s Friendly Chrysler Jeep Inc. complies with all state and federal regulations protecting our environment. As an employee of Jim Riehl’s Friendly Chrysler Jeep Inc. you agree to adhere to this dealership standard. Your supervisor or other personnel will inform you of the laws impacting your specific job and will instruct you regarding compliance procedures. These areas of regulation include but are not limited to the following:
Hazardous Material Management
Emissions Inspection and Tampering
CFC Recycling
Tank Management
Waste Water Management
Check with your supervisor if you have any questions regarding environmental compliance.
Conflict of Interest
Employees must avoid conflicts of interest. You have a conflict of interest if you place yourself in a position where your private interests may have an adverse effect on your motivation or the proper performance of your job, or when your action results in direct or indirect detriment to Jim Riehl’s Friendly Chrysler Jeep Inc. or our customers.
Use of dealership funds for improper purposes and dishonest practices is absolutely forbidden. You are required to disqualify yourself from exerting influence in any transaction where your own interest may conflict with the interests of the dealership or where you may gain any financial benefit. Report in writing to the Office Manager any financial interest you or any member of your family may have with any individual or party doing business with Jim Riehl’s Friendly Chrysler Jeep Inc.
In the event you have a concern whether or not a particular situation may constitute a conflict of interest, you should submit the information to your supervisor in writing, for review, and if appropriate, authorization. As a condition of employment, you must sign a Conflict of Interest Statement.
Gifts
You should not accept any gift or gratuity from any customer, vendor, or supplier that may be construed as payment or an obligation to do business with that individual or company.
Employment of Relatives
Family members of employees may be considered for employment, provided they possess the skills and qualifications required for the position and their employment would not create a supervisory/subordinate relationship or a conflict of interest as determined by the Dealer/Director of Operations.
Outside Employment
Jim Riehl’s Friendly Chrysler Jeep Inc. expects you to devote your full attention and energy to your job. If you elect to engage in employment outside of the dealership, it may not conflict or interfere in any way with your job at the dealership. In addition, no outside business may be conducted during paid working time. Jim Riehl’s Friendly Chrysler Jeep Inc. requires that you communicate that you perform outside employment to your supervisor.
Nondisclosure of Information
As a part of your employment with Jim Riehl’s Friendly Chrysler Jeep Inc., you may have access to confidential and/or proprietary information and records. Confidential information includes, but is not limited to: data processing and computer programs and operations; financial information; lists of actual and prospective customers; dealer or customer purchase prices; and personnel information and data.
You are prohibited from using, copying, or disclosing any such confidential information to any other person, employee, firm, corporation, dealership, or other entity, either during or subsequent to your employment, except as deemed necessary in your job description. Please review our Information Security Program Policy in the appendix section (Form ID 2200).
Customer Relations
At Jim Riehl’s Friendly Chrysler Jeep Inc. we recognize that each instance of customer contact is an opportunity to improve customer relations and increase our repeat and referral business. As part of the Jim Riehl’s Friendly Chrysler Jeep Inc., team, you should always respond to customer concerns promptly, courteously and professionally. Remember that courtesy on the telephone is just as important as courtesy in the store.
Jim Riehl’s Friendly Chrysler Jeep Inc. maintains a policy of total commitment to customer satisfaction. To insure this policy the following procedures have been adopted:
- All employees are required to be courteous, considerate and accommodating to all customers at all times.
- All customers entering the Dealership or various departments are to be greeted promptly and in a friendly manner.
- Customer’s names should be learned and used whenever possible.
- Employees are to be honest to customers at all times.
- Under no circumstances will discourteous behavior towards a customer be tolerated.
Customer Retention Management
At times, we will utilize a customer retention management tool to help log, track, communicate, market and follow up with our customers. If a tool is available, it is a priority to utilize the tool from the onset of a customer greeting
Customer Vehicles
Only authorized employees may operate customer-owned vehicles. When customers leave their vehicles with us, we are responsible for their care and treatment. They should be moved only for test driving, appraisal, or repair. Eating or smoking in customer vehicles is strictly prohibited. If you must adjust customer settings on any accessories in order to perform your job; be sure to return them to their original settings when you have finished. Customer vehicles are not to be used for personal reasons.
Dealership Vehicles
Only authorized employees may operate dealership-owned vehicles. If you have occasion to drive dealership-owned vehicles, you should exercise care. Dealership-owned vehicles are not intended for personal use. Some employees are assigned vehicle demonstrators. These employees must abide by the Dealership Demonstrator Vehicle Use Policy. Please review our Dealership Demonstrator Vehicle Use Policy in the appendix section (Form ID 2500).
If a vehicle accident occurs and a dealership vehicle or customer vehicle is damaged due to your negligence, you may be liable for damages, per our Employee Insurance Deductible Benefit Policy. Please review our Employee Insurance Deductible Benefit Policy in the appendix section (Form ID 2550).
Tools/Equipment
Jim Riehl’s Friendly Chrysler Jeep Inc. will provide all special heavy-duty and power tools to our employees. All service technicians will furnish their own tool kits. Any tools that you need for your job function that you do not have and you desire, please fill out an Equipment Request Form or a General Request Form. Please review our Equipment Request Form (Form 3100) or General Request Form (Form 3150) in the appendix section.
You are responsible for the proper maintenance and handling of all tools and equipment.
Problem Solving
You are encouraged to bring concerns or complaints about work related situations to the attention of your supervisor or the Dealer/Director of Operations. Every effort will be made to resolve problems fairly, equitably, and promptly.
Harassment
Employees may not physically, psychologically, or verbally harass another individual. Harassment is disruptive and can interfere with business. Such actions create an intimidating or offensive environment and reduce productivity.
If you feel you are the victim of harassment, you should report it immediately to your supervisor or the Dealer. Please review our No Harassment Policy (Form ID 2350) in the appendix section.
Sexual Harassment
Sexual harassment is unlawful and is against Jim Riehl’s Friendly Chrysler Jeep Inc. policy.
Sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and any other verbal or physical conduct of a sexual nature. Sexual harassment occurs when submission to or rejection of unwanted sexual conduct creates an intimidating, offensive, or hostile working environment.
Examples of sexual harassment include:
- Sexual touching, advances or propositions;
- Verbal abuse of a sexual nature;
- Graphic or suggestive comments about an individual’s dress or body;
- Sexually degrading words to describe an individual;
- Display in the workplace of sexually suggestive objects or pictures, including nude photographs.
Please review our No Harassment Policy (Form ID 2350) in the appendix section.
Substance Abuse
Jim Riehl’s Friendly Chrysler Jeep Inc. is committed to maintaining a workplace that is free from the effects of drug and alcohol abuse.
Jim Riehl’s Friendly Chrysler Jeep Inc. strictly prohibits the use, possession, manufacture, distribution, dispensation or sale of illegal drugs, drug paraphernalia, controlled substances, unauthorized prescription drugs, or alcohol on dealership premises or in dealership vehicles or during working hours. In addition, any drug or alcohol activity that adversely affects job performance or job safety, or that discredits the dealership, is prohibited.
Smoking
To reasonably accommodate smokers and nonsmokers, Jim Riehl’s Friendly Chrysler Jeep Inc. provides designated smoking and nonsmoking areas. Smoking is permitted only in designated areas. Please review our Smoking Policy (Form ID 2600) ) in the appendix section.
Serious Illness or Disease
Jim Riehl’s Friendly Chrysler Jeep Inc. is committed to maintaining a healthy and safe work environment for all employees. Employees with long-term, life-threatening, or infectious diseases or illnesses may work as long as they are able to satisfactorily perform the essential duties of their jobs and medical evidence indicates that their continued employment does not present a significant health or safety threat to themselves and/or other employees.
Severe Weather
Severe weather conditions can disrupt dealership operations and interfere with work schedules, as well as endanger employees’ well being. If weather or traveling conditions delay or prevent you from reporting to work, you should notify your supervisor as soon as possible. If you are delayed or unable to report for work at all due to severe weather conditions, and the dealership is officially open, you will be expected to use vacation, or leave without pay.
In case of emergency seek a safe area. Please review our Emergency Action Plan located in general office and in the lunch room.
Pay and Performance
section
PAY AND PERFORMANCE
Pay
Jim Riehl’s Friendly Chrysler Jeep’s pay program is designed to attract, retain, and reward qualified, capable employees. Jim Riehl’s Friendly Chrysler Jeep Inc. seeks to provide competitive wages and salaries and to treat employees fairly and equitably.
Your rate of pay is confidential and should not be discussed with fellow employees. If you have any questions concerning your pay, consult with your supervisor. Your supervisor will distribute specific pay plans.
Pay Days and Pay Periods
Jim Riehl’s Friendly Chrysler Jeep Inc. pays employees by check on a regular basis. The pay period runs from Monday to Saturday. Employees are paid weekly, normally every Friday for the preceding workweek. When a payday falls on a holiday, you will receive your paycheck on the day preceding the holiday. Supervisors distribute paychecks.
If you are absent for any reason on payday, you may obtain your check from the General Office when you return. A third party may pick up your paycheck with employees verbal approval.
All claims for pay discrepancies or back pay in paychecks must be presented to the Dealership by the employee within seven (7) days after the check is issued or until such time that the check is deposited, or redeemed for cash.
Employees are responsible for their paychecks after they have been issued. Checks lost or missing should be reported to the Office Manager immediately. The Office Manager will determine when a replacement check will be issued.
Employees voluntarily terminating their employment with the Dealership will be paid on the next normal payday following their last day.
It is the policy of Jim Riehl’s Friendly Chrysler Jeep Inc. not to cash payroll checks in the dealership, regardless of amount.
Timekeeping
Jim Riehl’s Friendly Chrysler Jeep Inc. uses an Electronic Time Clock to determine hours worked.
Non-exempt employees are required to record all hours worked on the Electronic Time Clock.
If you are uncertain as to your exemption status, see the Office Manager.
Please review our Time Card Policy (FORM ID 2650) in the appendix section.
Please review our Minimum Wage/Draw Compensation Policy (FORM ID 2700) in the appendix section.
Pay Deductions
There are two types of pay deductions: deductions required by law and deductions that you have authorized.
The law requires that regular amounts be deducted from your pay and applied toward payment of your federal, local, and state income taxes, if applicable, and to Social Security.
Jim Riehl’s Friendly Chrysler Jeep Inc. offers a programs and benefits beyond those required by law. You must authorize deductions from your paychecks for the cost of these plans.
Please review our Employee Payroll Deduction Benefit Policy (Form ID 2750) in the appendix section.
Lunch Period
Full-time employees are allowed up to one hour for lunch. Your supervisor will schedule your lunch period to meet the operating needs of your department.
Overtime
Occasionally you will be called upon to work more than the normal workweek and you may be eligible to receive overtime pay. Your supervisor will provide you with as much advance notice as possible.
Employees who work in certain job classifications are not eligible for overtime. They are considered exempt employees. If you are unsure of your job classification, see your supervisor.
Overtime for eligible non-exempt employees must be approved in advance by your supervisor or department head. Overtime will be paid to eligible non-exempt employees for time worked in excess of 40 hours per week, at 1-1/2 times your regular rate.
Overtime payments will be based on actual hours worked. Time off with or without pay, including but not limited to holiday, vacation, sick leave, personal leave, or leave without pay, will not be counted as hours worked for purposes of calculating overtime.
Overtime will normally be paid in the pay period following the period, in which it is earned, providing time sheets have been properly prepared, approved, and submitted.
Jim Riehl’s Friendly Chrysler Jeep Inc. cannot, in accordance with applicable law, grant compensatory time off to non-exempt employees in lieu of making overtime payments.
Pay Increases
Jim Riehl’s Friendly Chrysler Jeep Inc. compensation program is designed to attract, retain, and reward talented, capable employees. Periodically, employees will be reviewed for pay increases, which are awarded solely on the basis of merit. A recommendation to award a pay increase is made by your supervisor and submitted to the Dealer for approval.
Performance Evaluation
Your supervisor may on a periodic basis, conduct a formal evaluation of your job performance. Performance evaluations when conducted are to provide both supervisors and employees the opportunity to discuss the job duties, identify and correct weaknesses, encourage and recognize strengths, and discuss positive purposeful approaches for meeting department goals.
Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis.
Leave
Policies
Section
LEAVE POLICIES
Introduction
Jim Riehl’s Friendly Chrysler Jeep Inc. has holidays, vacation, and disability leave to provide opportunities for employees to take a break from the work routine; to handle items of personal business; to observe specially designated days commemorating national or regional events; and to recover from an illness or injury. Abuse of attendance or leave policies will result in disciplinary action.
Vacation
Please review our Employee Vacation Benefit Policy (Form ID 2800) in the appendix section.
Holidays
Please review our Employee Holiday Benefit Policy (Form ID 2850) in the appendix section.
Medical/Dental Appointments
Whenever possible, you should schedule medical or dental appointments before or after work or, if necessary, at the beginning or end of the business day. If you must take time off from work for such appointments, you may take vacation pay.
When you must attend a doctor’s or other professional appointment the following procedure is to be followed:
1) Employee is to notify supervisor of pending appointment a minimum of 3 days in advance.
2) All employees are required to return to work immediately following their appointment unless receiving prior authorization from their supervisor.
3) All employees are required to return to work with written confirmation and/or diagnosis (if necessary).
Military Leave
If you require time off from work to fulfill military duties, you will be treated in accordance with applicable requirements of state and federal laws. You are expected to notify your supervisor and provide a copy of your orders as soon as possible.
If you are a member of the military reserve and are required to participate in reserve training or military service, Jim Riehl’s Friendly Chrysler Jeep, Inc. will grant an unpaid military leave of absence. During your military leave of absence, your benefit coverage will be the same as for any other employee on an unpaid leave of absence. Medical coverage may be continued based on the Consolidated Omnibus Budget Reconciliation Act (COBRA) provisions. See Office Manager for complete information on COBRA benefits.
Jury Duty
Jim Riehl’s Friendly Chrysler Jeep Inc. will provide you with unpaid leave to serve on jury duty, provided you submit a copy of the summons to your supervisor.
Bereavement
Upon notice to your supervisor or the Dealer/Director of operations, you may be granted up to three days unpaid leave for a death in your immediate family. Immediate family includes your spouse, child, step-child, father, mother, step-parents, sister, step-sister, brother, step-brother, grandparents, or parents-in-law.
benefits
Section
BENEFITS
Introduction
The following benefit plan descriptions contain plan highlights and general information. They do not constitute any type of contract concerning the plans. The benefits described are more fully explained in our annual Jim Riehl’s Friendly Benefits Enrollment Guide. In case of a dispute, if there is a discrepancy between the information in this handbook and the summary plan descriptions or plan documents, the summary plan descriptions or plan documents will govern. Jim Riehl’s Friendly Chrysler Jeep Inc. reserves the right to amend, modify, or reduce the benefits provided, or terminate any of its plans at any time. Any amendment, modification, reduction or termination may be made without prior notice to participants, except as required by law.
Eligibility
All new hires must complete ninety calendar days of continuous employment to be eligible for any of the benefits described in this section including employee discounts and additional benefits.
Medical Benefits
Jim Riehl’s Friendly Chrysler Jeep Inc. offers medical coverage to full time employees and their eligible dependents. You and the dealership share the cost for your coverage. Contact the Human Resources Manager or see the annual Jim Riehl’s Friendly Benefits Enrollment Guide for more information.
Supplemental Insurance
Jim Riehl’s Friendly Chrysler Jeep, Inc. offers Supplemental Insurance for employees who would like to protect themselves and family with additional medical insurance. The insurance is paid fully by the employee. Please see your office manager for more information.
Dental Benefits
Dental coverage is available to Jim Riehl’s Friendly Chrysler Jeep Inc. employees and their eligible dependents. The employee covers 100% of the cost. Contact the Human Resources Manager or see the annual Jim Riehl’s Friendly Benefits Enrollment Guide for more information.
Life Insurance
Full time employees are eligible to participate in the Group Life insurance plan. The cost of coverage is paid in full by the dealership. Life Insurance pays up to an annual income of $50,000. Contact the Human Resources Manager for more information.
Short Term Disability Insurance
Jim Riehl’s Friendly Chrysler Jeep, Inc. offers and pays for 100% of an employee Short Term Disability Insurance. The Insurance will pay for 13 weeks of short term disability wages if an employer is disabled. Certain restrictions apply in regards to waiting periods and maximum disability payments. Please see your Human Resources for details.
401K Retirement Plan
Jim Riehl’s Friendly Chrysler Jeep Inc. recognizes the importance of future financial security by making contributions on your behalf to a 401K retirement/pension plan. You qualify for the plan if you are an employee age 18 or above and have complete 90 days of service at Jim Riehl’s Friendly Chrysler Jeep Inc. Participation begins the first payday following eligibility. You become 100% vested in plan benefits once you have completed five years of service. For additional information, contact the Human Resources Manager.
Flex Spending Plan
Jim Riehl’s Friendly Chrysler Jeep, Inc. offers a flex spending account benefit. This benefit allows employees to contribute money pre-tax into an account that can be drawn from for qualified medical expenses. Please review our annual Jim Riehl’s Friendly Benefits Enrollment Guide for more information.
Training Expenses
Compensation for time spent at the off-site training may be provided in accordance with your regular pay rate. Contact your supervisor for information regarding training programs.
Employee Discounts and Additional benefits
Section
Employee Discounts and Additional Benefits
In appreciation for your employee’s commitment and contributions, we extend discounts to our employees, employee’s close friends and family members. These discounts are for service, parts and vehicles sales. The employee discount benefit is extended to employees as a share in the financial success of Jim Riehl’s Friendly Chrysler Jeep, Inc.
Please see the following pages in the appendix for details on the following employee discount benefits:
Employee Discount Benefit Form ID
* Employee Discount Benefit Policy 2900
* Employee Friends and Family 2950
Service/Parts Discount Benefit Policy
Legally Mandated benefits
Section
Legally Mandated Benefits
Worker’s Compensation
Worker’s compensation insurance provides compensation to replace a percentage of lost wages after a waiting period and payment for eligible medical expenses. The cost of worker’s compensation insurance is fully paid by the dealership.
Contact your supervisor or the office manager immediately if you are injured on the job or believe that you have developed an occupational disease. In case of a sever injury, seek emergency medical care immediately and notify your supervisor as soon as possible.
Unemployment Insurance
Unemployment insurance provides partial income replacement during periods of short term, involuntary unemployment. The benefit payment amount and duration of payments are set by legislation. Jim Riehl’s Friendly Chrysler Jeep, Inc. makes required contributions to the federal government and to the state.
Social Security
Social security is a federal program providing old age, survivors, and disability benefits for workers. Contribution amounts are withheld from your pay, along with an equal amount from Jim Riehl’s Friendly Chrysler Jeep, Inc., and are forwarded to the federal government
Medicare
Medicare is a federal program that provides medical coverage for eligible retirees or disabled workers and their eligible dependants. Employee’s contributions amounts are withheld from your pay, along with an equal amount from Jim Riehl’s Friendly Chrysler Jeep, Inc., and are forwarded to the federal government.
Medicare coverage is secondary coverage for all active workers and dependants of active workers covered by Jim Riehl’s Friendly Chrysler Jeep, Inc. medical plan.
Status of Benefits at Termination
If your employment at Jim Riehl’s Friendly Chrysler Jeep Inc. is terminated, your benefits are generally canceled as of your last day of employment. However, as a terminated employee, you may have rights and responsibilities under the employee benefit programs. Health plans are subject to continuation provisions under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA). Contact your supervisor or the Office Manager for additional information.
Family Leave Act
The Family and Medical Leave Act (FMLA) provide certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.
FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women. Please see your Office Manager for more information and please review our Employer’s Notice of FMLA Calculation Method Policy (Form ID 3200) in the appendix section.
Appendix Section
Jim Riehl’s Friendly Chrysler Jeep, Inc.’s
Telemarketing Policy
This Policy sets forth the Dealership’s procedures for complying with the Company-Specific Do-Not-Call rules and the National Do-Not-Call rules. All Dealership employees and other persons or entities working on behalf of the dealership must abide by this Policy.
We monitor all Do-Not-Call lists through a third party vendor. We utilize our DMS ADP system to purge our customers and display a (NSO) field if our customers appear on a Do Not Call list. We also utilize our ADP CRM program to purge our customers and display a (DNC) field if our customers appear on a Do Not Call list.
We have to make sure that all lists pulled from our computer systems display the (NSO) or (DNC) fields. We are not allowed to contact (via phone) these customers in our system or on our lists that have (NSO) or (DNC) listed, except if our customers fall into the following exceptions:
* We may call a consumer with whom wet have an established business relationship for up to 18 months after the consumer's last purchase, delivery, or payment - even if the consumer's number is on the National Do Not Call Registry.
* In addition, we may call a consumer for up to three months after the consumer makes an inquiry or submits an application to the company. And if a consumer has given company written permission, the company may call even if the consumer's number is on the National Do Not Call Registry.
It is important for us to respect the privacy and time of our customers. If one of our customers request to not receive calls from us in the future, we must honor their request. We have to tell our manager or our CRC Coordinator that this customer wants no more calls from our dealership. The manager or CRC Coordinator must remove customer data from our system or utilize a “No Call Block System” in our ADP DMS system or our ADP CRM system. We must also remove customer from any external list or software programs that we use (Campaigner).
If consumer asks a company not to call, the company may not call, even if there is an established business relationship. Indeed, a company may not call a consumer - regardless of whether the consumer's number is on the registry - if the consumer has asked to be put on the company's own do not call list.
It is our responsibility to make sure any external lists have been filtered through the Do Not Call Registry. Make sure the list has a field that displays if we are allowed to contact or a disclaimer stating all data has been filtered through the DNC registry.
Make sure any companies we deal with abide by the Do Not Call Rule.
Form 1950
Jim Riehl’s Friendly Chrysler Jeep, Inc.
VEHICLE USE AGREEMENT
I, _______________________________, understand and agree that I am not authorizes or permitted to drive any _________________________________________ (dealership) or customer vehicle at any time for any purpose.
I understand and agree that any use of a company or customer vehicle will be treated as a theft or that vehicle by the dealership and reported to the local law enforcement authorities as theft. I further acknowledge and agree that any violation of this agreement will be grounds for immediate termination.
The terms of the agreement are contracted in nature and not a mere recital. This agreement supersedes any prior or contemporaneous agreements or any other oral or written understanding on the subject. No party is relying on any representations, oral or written, concerning the effect, enforceability or meaning of this agreement, except as specifically set forth in this agreement.
This agreement becomes effective immediately upon singing by the employee and shall remain in effect until the employee’s termination, for any reason, or employment with the dealership, or until a duly authorized representative of Current Insurer approves reinstatement by signing below.
Signed: __________________________ Dated: _______________________
Employee
Signed: __________________________ Dated: _______________________
Owner
Signed: __________________________ Dated: _______________________
Manager
|Reinstatement approved |Current Insurer |
| | |
| ____________________________________________ |Address |
| |_______________________ |
| Owner___________________________________________ |_________________________ |
| |_______________________ |
| Date_______________________________________ |Phone: ___________________ |
| |Fax: _____________________ |
Form 2000
Jim Riehl’s Friendly Chrysler Jeep, Inc.
Separation From Employment Policy
TERMINATION
Termination of an employee from the company is either voluntary or involuntary. The President, Director of Operations or Department Manager must approve all involuntary terminations.
1. For voluntary terminations, the employee should submit his or her resignation in writing at least two weeks prior to leaving to their department manager. Management employees should submit their resignation in writing at least four weeks prior to leaving the company to their Director of Operations or President.
For voluntary terminations, your pay will include all time due up to the time of your termination. Pay will be distributed as soon as possible after termination.
An employee’s actual anniversary date is established as their cutoff date for the accrual of service and the determination of eligibility in regards to vacations.
2. Failure to advise your supervisor of an absence will be considered resignation without notice.
3. An employee who is involuntarily terminated shall receive his or her final paycheck without accrued pay as soon as possible after termination.
4. Terminated employees must return, in good condition, all company property on or before the final working day. Property not returned will be deducted from any accrued pay. Property not returned that is not reimbursed through accrued pay, will get reimbursed through legal actions, if deemed necessary.
5. All open accounts must be settled at time of termination. Any outstanding bills or uniform shortage will be deducted from your last check.
6. If termination falls within the month, insurance premiums owed for the remainder of that month will be deducted from your last check.
7. Employment at this company is voluntary and “At Will” and may be terminated by the employer for any reason or no reason, other than those specifically prohibited by law. No representative of the company, other than the Dealer Principal, has authority to enter into any agreement for employment or make agreement contrary to the foregoing unless written and signed by Dealer.
TERMINATION INTERVIEW
We hope that you do not decide to leave us, but if you do, we would like to have an exit interview with you. We invite you to share your options, grievances, etc. with us at that time. Information you give us will remain confidential and will be useful to us toward a more successful operation.
Form 2050
Jim Riehl’s Friendly Chrysler Jeep, Inc.
EMPLOYEE TECHNOLOGY ASSIGNMENT POLICY
New Change Termination
(Circle One)
Employee Name: _____________________________________________________
Position/Title: _______________________________ Start/End Date: ______________
Location: ___________________________________ Dept: ___________________
Manager (Print): _____________________________ Mgr. Phone: ______________
Manager Signed: ____________________________________ Date: ____________
Technology Requirements
Telephone & Cell Phone
Extension: __________________ Voice Mail? □ Yes □ No
Cell Number __________________ Cell Phone Assigned □ Yes □ No
Computer
Terminal or PC on desk? □ Terminal □ PC □ None
If PC on Desk what is Identification of PC? _________________________________
(Identification is a small white label on front of PC Processor or Monitor usually following the patterns NAME XXX.XXX.XXX.XXX with XXX representing a series of numbers. Please include name and numbers)
Dealer Connect
SID Assigned? □ Yes □ NO □ Deleted
Computer Accounts Needed
ADP? □ Yes □ No
PC Network? □ Yes □ No E-Mail? □ Yes □ No
Manufacturer Account ? □ Yes □ No
Form 2100
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
DRESS CODE Policy
FRIENDLY CHRYSLER JEEP, INC. HAS A BUSINESS CASUAL DRESS CODE. THIS DRESS CODE WILL REMAIN IN EFFECT UNTIL FURTHER NOTICE.
BUSINESS CASUAL IS A CODE BETWEEN BUSINESS AND CASUAL DRESS. JEANS, T-SHIRTS AND GYM SHOES ARE NOT CONSIDERED BUSINESS CASUAL AND WILL NOT BE ACCEPTABLE ATTIRE. ADDITIONS SUCH AS VEST SWEATER, FULL SWEATER, SPORT COAT OR BLAZER CAN TURN CASUAL ATTIRE TO BUSINESS CASUAL. ABOVE ALL, ATTIRE SHOULD BE NEAT AND PRESSED WITH SHARP CREASES. DENIM SHIRTS ARE ACCEPTABLE WHEN STARCHED AND PRESSED.
MANAGEMENT RESERVES THE RIGHT TO REQUEST YOU TO CHANGE YOUR DRESS IMMEDIATELY IF YOUR ATTIRE IS NOT SUITABLE FOR THE DRESS CODE. IF YOU HAVE ANY QUESTIONS ABOUT WHAT IS ACCEPTABLE, PLEASE ASK YOUR MANAGER.
FROM TIME TO TIME EMPLOYEES WILL HAVE THE OPORTUNITY TO PURCHASE CLOTHING WITH THE FRIENDLY CHRYSLER JEEP, INC. LOGO AT WHOLESALE PRICES.
Caution must be taken in the summer months to make sure employees comply with our business casual dress code. The following are not business casual dress: flip flops, tank tops with spaghetti straps, AND HALTER oR ‘midrifF’ tops, shorts, jeans, AND TENNIS shoes; pants, slacks or shirts that expose undergarments, sweat suits.
Form 2150
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
INFORMATION SECURITY POLICY
September 27, 2006
Effective immediately, the Company is implementing an Information Security Program to comply with the Gramm-Leach-Bliley Safeguards Rule, which will be enforced by the federal Trade Commission. The Safeguards Rule is to protect consumers against information misuse, identity fraud, etc., and to protect against any anticipated threats or hazards to the integrity of the Company’s customer information.
For purposes of the Company’s Information Security Policy and Procedures, the term “customer information” means any record containing nonpublic personal information about the Company’s customers or information the Company receives about customers from another financial institution, whether in paper, electronic or other format that is handled or maintained by or on behalf of the Company or any of its affiliates.
Nonpublic personal information may include customer names, addresses and telephone numbers if this information was obtained using personally identifiable financial information that is not publicly available. (For instance, any information a consumer provides you on a loan application is considered personally identifiable information). Nonpublic personal information also includes, but is not limited to income and credit histories, bank and credit card account numbers and Social Security numbers.
The Company and its employees will take all precautions necessary to safeguard customer information and comply with all government laws and regulations. The Company will limit employee access to customer information to those who need to know the information in order to serve customer relationships. In addition, the Company will maintain physical, electronic, and procedural safeguards that comply with all applicable regulatory standards.
The Company has performed an initial information security risk assessment to identify reasonably foreseeable internal and external risks to the security, confidentiality and integrity of customer information that could result in unauthorized disclosure, misuse, alternation, description or other compromise. The following procedures are a result of the initial assessment and are designed to ensure that the Company and its employees secure the privacy and confidentiality of customer information.
Form 2200
INFORMATION SECURITY PROGRAM PROCEDURES
SAFEGUARD REQUIREMENTS
i. All paper records containing customer information will be stored in a secure area, with locks on both the door and the filing cabinets. Only authorized employees will be allowed access to customer information.
ii. Computers that transmit customer information by electronic mail will be password protected and only authorized employees will be allowed access to these computers.
iii. Customer information will not be left unattended at an employee’s desk or at a fax machine.
iv. All employees must immediately notify the Administrative Office if customer information has been the subject of loss, damage or unauthorized access.
v. All employees must report any fraudulent attempts to obtain customer information to the Administrative Office, who will notify the proper authorities.
vi. Employees are prohibited from releasing or using customer information for any purpose other than to conduct Company business directly with the customer.
The Company will monitor and enforce its Information Security Program Policy and Procedures and will take appropriate disciplinary measures against employees for any violation of the Company’s safeguarding requirements, up to and including discharge of employees.
The Company will periodically review these procedures to asses the sufficiency of any safeguards in place in order to control risks, and will revise them as may be necessary to be in continued compliance with all applicable regulatory standards. The Company’s Information Security Program Policy and Procedures, in and of itself, does not create a contract between the Company and any person or entity.
Form 2200 (2)
Jim Riehl’s Friendly Chrysler Jeep, Inc.
Red Flag Rules Policy
Beginning November 1, 2008 Friendly Automotive Group is required to monitor Identity Theft risks in our dealership as defined by the Federal Trade Commission Red Flag rules.
All employees are required to report suspected identity theft to a Red Flag Coordinator who in turn, after following the procedures as indicated in the Red Flag Binder, deems it necessary, will notify the Corporate Council who will determine a course of action as directed in the Red Flag Binder as well as notify the Board of Directors.
Board of Directors Dealer Principal
Acting Controller
Corporate Council Acting General Manger
Red Flag Coordinators Acting New or Used Sales Manager
Acting Finance Manger
Acting Office Manager
RED FLAGS MAY INCLUDE:
**Alerts, Notifications or Warnings **Notice from Customers, Victims of
From a Consumer Reporting Agency Identity Theft, Law Enforcement
Agencies or Other Persons Regarding
**Suspicious Documents Possible Identity Theft
i.e. Drivers License or Other ID
that does not Match Customer **Suspicious Personal Identifying Info i.e. Address or Social Security mismatches
**Please Refer to the Red Flag Binder for More Detailed Information**
All existing employees and new hires agree to adhere to the rules and responsibilities as required according to their job description as indicated in the Red Flag Binder.
Form 2250
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
“No Harassment” Policy/Procedure
Jim Riehl’s Friendly Chrysler Jeep, Inc. does not and will not tolerate harassment of our employees. The term “harassment” includes, but is not limited to, slurs, jokes and other verbal, graphic, or physical conduct relating to an individual’s race, color, sex, religion, national origin, citizenship, age, or disability. “Harassment” also includes sexual advances, requests for sexual advances, sexual favors, unwelcome or offensive touching, and other verbal, graphic or physical conduct of a sexual nature.
VIOLATION OF THIS POLICY/PROCEDURE WILL SUBJECT
AN EMPLOYEE TO DISCIPLINARY ACTION
UP TO AND INCLUDING IMMEDIATE DISCHARGE
If you feel that you are being harassed in any way by another employee or by a customer or vender, you should make your feelings known to your supervisor immediately. The matter will be thoroughly investigated, and where appropriate, disciplinary action will be taken. If you do not feel that you can discuss the matter with your supervisor or if you are not satisfied with the way your complaint has been handled, please contact Joe Riehl, Director of Operations. You will not be penalized in any way for reporting such conduct concerning yourself or another person.
From 2350
Jim Riehl’s Friendly Chrysler Jeep, Inc.
Software Code of Ethics
Unauthorized duplication of copyrighted computer software violates the law and is contrary to our organization’s standards of conduct. We disapprove of such copying and recognize the following principles as a basis for preventing its occurrences:
➢ We will neither engage in nor tolerate the making or using of unauthorized software copies under any circumstances.
➢ We will provide legally acquired software to meet the legitimate software needs in a timely fashion and in sufficient quantities for all our computers.
➢ We will comply with all license or purchase terms regulating the use of any software we acquire or use.
➢ We will enforce strong internal controls to prevent the making or using of unauthorized software copies, including effective measures to verify compliance with those standards and appropriate disciplinary measures for violation of these standards.
From 2400
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
Employee Technology Usage Agreement POLICY
Friendly Chrysler Jeep, inc. provides computer systems and other electronic equipment to its employees to enable them to perform their jobs in a more efficient manner. These devices (hereto referred to as “system” or “systems”) continue to remain the exclusive property of Friendly Chrysler Jeep, Inc. and Friendly Chrysler Jeep, Inc. maintains all rights to all usage of the systems.
Internet Access
Friendly Chrysler Jeep, Inc. pays for Internet access on a usage basis, therefore employee usage of the Internet is to be limited to legitimate business uses. Usage for personal means is prohibited. Personal usage includes: personal e-mail, shopping, stock/security monitoring, news, radio and video downloads, online clubs, chat rooms, and messenger services. Any questions regarding legitimate usage of the Internet should be directed to the employee’s department manager. Friendly Chrysler Jeep, Inc. reserves the right to monitor all Internet usage by its employees on corporate PCs. Usage records are regularly reviewed and monitored. Internet usage on corporate PCs is not covered by individual privacy rights laws.
Files and/or programs will not be downloaded from the Internet to a PC without the specific permission of the Network Administrator. This includes pictures, video or audio files, screen-savers, etc. Anti-Virus software and operating system software initiated update files may be installed at any time.
E-Mail Usage
Some employees are provided with corporate e-mail accounts that utilize the Outlook e-mail program, CRM e-mail program or other programs that manage business e-mail.. Usage of the corporate e-mail system is limited to business usage. Jokes, files and other personal uses of e-mail are prohibited. Corporate e-mail addresses should not be used to subscribe to any on-line services or newsletters (to prevent Spam). Friendly Chrysler Jeep, Inc. reserves the right to monitor and read all e-mail (incoming and outgoing) from all corporate accounts. Corporate e-mail accounts are not covered by individual privacy rights laws.
E-Mail attachments should only be opened if they are for a legitimate business use. Any messages that are received which contain an attachment with a sender that is unknown must be deleted without the attachment being opened. This prevents the accidental opening of a virus. Personal use of e-mail is prohibited and such applies to messages with personal attachments. Any program files that are attached to messages will not be installed on a PC without the specific permission of the Network Administrator.
From 2450
Disk and CD Usage
The security of the corporate network requires restricted file transfer activities. The department manager must approve all discs and CDs before they may be inserted in a corporate PC. The department manager will determine if approval for insertion and use of the disc or CD is warranted, and will perform (or request that the employee perform) a scan of the disk or CD utilizing the Symantec anti-virus software. This must occur EVERY time a disk is used on a non-corporate PC and brought back in. This measure is specifically designed to prevent viruses from being brought into the network.
Authorized Software
Microsoft Office Software, Internet Explorer, Adobe Acrobat (reader and standard), Quickbooks, Quickbooks Timer, Scope Data Pro, Hyper Terminal Personal, Streets and Trips, Norton Ghost, Roxio software, Symantec software, Real Player, Winzip, Quicktime, PC Anywhere, APC Power Management, GM Access software, Star Parts, UPS, ADP, Chrysler service Software.
File Security
Friendly Automotive Group maintains all real and intellectual rights to all documents or files created while an employee is utilizing the corporate PCs and/or while on paid company time. Files that are created, modified, or downloaded on a corporate PC must not be taken off Friendly Chrysler Jeep, Inc. property, without the specific permission of the department manager. Managers will ensure that corporate property is not misused or taken without permission.
No software (via disk or CD) may be installed on a corporate PC without the specific permission of the Network Administrator. The Network Administrator will ensure that the software is a legal corporately owned software package, that it contains no viruses and that it conforms to company software standards. Only software with a legitimate business use will be authorized.
Exceptions to any of these rules may be granted on a case-by-case basis, in writing by the Network Administrator. Without an exception in writing all policies apply.
Any deviation from or failure to comply with any of the policies listed here may result in disciplinary action including suspension, termination or legal action.
From 2450 (2)
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
DEALERSHIP’S DEMONSTRATOR VEHICLE USE POLICY
Certain employees of Friendly Chrysler Jeep, Inc., as stated in employees’ pay plan, may be provided with the use of a demonstration vehicle. We want you to understand the restrictions on use of demonstration vehicles.
Restrictions on Use of Demonstration Vehicles
1. The demonstration vehicle must be available for test drives by customers during the normal working hours of the employee to whom the vehicle is assigned. Personal possessions may not be stored in the vehicle.
2. The demonstration vehicle is provided so that employees can become familiar with the features of the vehicles we sell. Only the employee to whom the vehicle is assigned may use the vehicle outside of normal working hours. It is not to be used by family, friends, or neighbors.
3. The demonstration vehicle is part of our inventory and must be available for sale to customers. It may not be used outside the dealership’s sales area or for vacation travel.
4. Employees must maintain a valid vehicle-operating license. Should employee have his/her operating license suspended or revoked, the employee shall immediately notify their supervisor, the employee’s use of the demonstration vehicle shall be terminated, and dealer shall take immediate possession of the vehicle.
5. All demonstration vehicles must have gasoline, be clean, and parked in assigned parking space. Gas expense is the responsibility of the employee unless stated otherwise in pay plan.
6. Any conflict with local or state authorities will result in immediate termination of demo privileges.
7. Employees will put $500 into an insurance deductible escrow and replenish the escrow as needed.
8. Proper vehicle insurance certificate and registration must be kept in vehicle at all times. If Friendly Chrysler Jeep, Inc.’s group’s insurance company will not insure driver than the demo privileges are terminated
9. Smoking is prohibited in demonstration vehicle.
10. Friendly plate frame must show on vehicle at all times. Employee is responsible for his/her own plate and if lost for any reason, the employee will be charged for any replacement expense.
If the use of the demonstration vehicle does not follow the dealership’s policy regarding demonstration vehicles, the dealership may not only terminate the employee’s use of the vehicle, it may be required by law to include some or all of the value of the use of the vehicle in the employee’s gross income.
From 2500
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEE INSURANCE DEDUCTIBLE BENEFIT POLICY
THE EMPLOYEE INSURANCE DEDUCTIBLE BENEFIT IS EXTENDED TO EMPLOYEES AS A SHARE IN THE FINANCIAL SUCCESS OF
FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEES WILL BE HELD RESPONSIBLE FOR ONLY $500 OF THE $2000 COLLISION DEDUCTIBLE ON DAMAGES TO ANY VEHICLE WHICH THEY ARE AT FAULT.
SALESPERSONS WHO DRIVE A COMPANY VEHICLE WILL HAVE A $500 DEDUCTABLE HELD IN ESCROW BY THE COMPANY AND REPLENISHED AS NEEDED.
ALL OTHER EMLOYEES WILL HAVE THE $500 DEDUCTED FROM THEIR PAYCHECK AT THE TIME OF OCCURANCE.
DAMAGES WHERE ANOTHER PARTY IS CONSIDERED AT FAULT WILL BE COVERED BY THE MINI-TORT LAWS AND COLLECTION WILL BE MADE FROM THE RESPONSIBLE PARTY.
THE EMPLOYEE INSURANCE DEDUCTIBLE BENEFIT APPLIES TO ONLY THE EMPLOYEE OF FRIENDLY CHRYSLER JEEP, INC. AND CANNOT BE EXTENDED TO ANYONE ELSE.
From 2550
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
SMOKING POLICY
FRIENDLY CHRYSLER JEEP, INC. FACILITIES ARE NON-SMOKING TO ALL EMPLOYEES IN EVERY DEPARTMENT. THIS POLICY APPLIES AT ALL TIMES AND INCLUDES WEEKENDS, EVENINGS AND HOLIDAYS, EVEN THOUGH THE DEALERSHIP MAY BE CLOSED.
VIOLATION OF THIS POLICY MAY RESULT IN THE FOLLOWING ACTIONS:
• WARNING
• REPRIMAND
• TERMINATION OF EMPLOYMENT
THERE ARE LOCATIONS WHERE EMPLOYEES MAY SMOKE OUT OF THE CUSTOMER’S LINE OF SITE:
BEHIND SERVICE DEPARTMENT
BEHIND BODY SHOP IN EMPLOYEE PARKING AREA
FRIENDLY CHRYSLER JEEP, INC. HAS ADOPTED THE NON-SMOKING POLICY IN ORDER TO
• DECREASE INSURANCE PREMIUMS
• DECREASE ABSENTEEISM DUE TO ILLNESS
• INCREASE SAFETY FROM FIRE
• PROVIDE A CLEAN AIR WORK ENVIRONMENT FOR EMPLOYEES
• PROTECT EQUIPMENT FROM SMOKE INTAKE
SMOKERS, PLEASE USE RECEPTICALS PROVIDED FOR YOU IN THE LOCATIONS MENTIONED ABOVE. CIGARETTE FILTERS ARE NOT BIO-DEGRADIBLE AND CREATE LITTER, SO PLEASE BE CONSIDERATE.
Form 2600
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
TIME CARD POLICY
FEDERAL AND STATE LAW REQUIRES ALL EMPLOYEES TO PUNCH A TIME CARD (INCLUDING LUNCH PUNCHES). ONLY SOME SALARIED POSITIONS ARE EXEMPT FROM THIS REQUIREMENT.
THE LAW WAS WRITTEN SO THAT, UNDER AUDIT, THE LABOR BOARD COULD VERIFY THAT AN EMPLOYER DOES NOT VIOLATE MINIMUM AND OVERTIME WAGE LAWS. THE LAW ALSO PLACES THE RESPONSIBILITY OF ENFORCEMENT ON THE EMPLOYER. THIS MEANS THAT IF AN EMPLOYEE REFUSES OR REGULARLY FORGETS TO PUNCH THEIR TIME CARD, THE LAW EXPECTS THE EMPLOYER TO TERMINATE THAT PERSON’S EMPLOYMENT. THE LAW FURTHER STATES THAT ONLY MACHINE PUNCHES ARE ACCEPTABLE.
TIME CARDS ALSO PROVIDE INFORMATION TO INSURANCE COMPANIES. QUESTIONS AS TO WHETHER AN EMPLOYEE WAS WORKING OR WAS A GUEST WHEN AN INJURY OCCURRED IS ANSWERED BY TIME CARD PUNCHES. A GUEST WOULD NOT BE ENTITLED TO WAGE SUPLEMENT FROM WORKERS COMPENSATION INSURANCE.
THE ADMINISTRATION OFFICE USES THE TIME CARD TO DETERMINE WHAT HOURS TO PAY AN EMPLOYEE. THE TIME CARD IS FURTHER USED TO DETERMINE IF AN EMPLOYEE IS OFF ON VACATION OR AT A TRAINING CLASS.
WE HAVE INSTALLED COMPUTER TIME CLOCKS IN MANY AREAS TO MAKE CONFORMANCE AS EASY AS POSSIBLE FOR EMPLOYEES. PLEASE PUNCH YOUR ELECTRONIC TIME CARD WHENEVER YOU START OR STOP YOUR JOB DUTIES.
Certain employees of Friendly Chrysler Jeep, Inc. who receive minimum wage, draw compensation against sales commissions/bonus earnings. AS SUCH, I am aware of the company policy on “time punches” (punch in when arriving for work business and out when leaving for any and all personal business.
BECAUSE PUNCHING YOUR ELECTRONIC TIME CARD IS OF MAJOR IMPORTANCE, DELIBERATELY PUNCHING ANOTHER EMPLOYEE’S TIME CARD WILL RESULT IN IMMEDIATE TERMINATION OF EMPLOYMENT.
Form 2650
Jim Riehl’s Friendly Chrysler Jeep, Inc.
Minimum Wage/Draw Compensation policy
Certain employees of Jim Riehl’s Friendly Chrysler Jeep, Inc. who receive minimum wage draw compensation against sales commissions/bonus earnings, I am aware of the company policy on “time punches” (punch in when arriving for work business and out when leaving for any and all personal business.
Form 2700
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEE PAYROLL DEDUCTIONS BENEFIT Policy
THE EMPLOYEE PAYROLL DEDUCTION BENEFIT IS EXTENDED TO EMPLOYEES AS A SHARE IN THE FINANCIAL SUCCESS OF
FRIENDLY CHRYSLER JEEP, INC.
PAYROLL DEDUCTIONS MUST BE AUTHORIZED BY DEPARTMENT MANAGER PRIOR TO PURCHASE.
PAYROLL DEDUCTIONS ARE AVAILABLE ONLY FOR SERVICE AND/OR PARTS CHARGES. DIRECT PURCHASES FROM SUBLET VENDORS SHOULD BE HANDLED WITH VENDOR AT TIME OF DELIVERY UNLESS APPROVED AND INVOICED BY PARTS DEPARTMENT WITH 15% MARK-UP.
PAYROLL DEDUCTIONS ARE NOT AVAILABLE ON VEHICLE PURCHASES OR DOWN-PAYMENT ON THE PURCHASE OF A VEHICLE.
DEDUCTION CAN BE EXTENDED OVER A MAXIMUM OF FOUR PAY PERIODS COMMENCING THE FIRST PAY PERIOD AFTER CHARGE.
PAYROLL DEDUCTIONS ARE AVAILABLE TO EMPLOYEES WHO HAVE COMPLETED THEIR 90 DAY PROBATIONARY PERIOD AND CANNOT BE USED FOR CHARGES MADE ON BEHALF OF FRIENDS OR RELATIVES.
From 2750
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEE VACATION BENEFIT Policy
THE EMPLOYEE VACATION BENEFIT IS EXTENDED TO EMPLOYEES AS A SHARE IN THE FINANCIAL SUCCESS OF
FRIENDLY CHRYSLER JEEP, INC.
ONE WEEK VACATION IS EARNED AFTER ONE YEAR CONTINUOUS EMPLOYMENT
TWO WEEKS VACATION IS EARNED AFTER TWO YEARS CONTINUOUS EMPLOYMENT
THREE WEEKS VACATION IS EARNED AFTER FIVE YEARS CONTINUOUS EMPLOYMENT
VACATION PAY IS CALCULATED AS FOLLOWS:
• COMMISSIONED AND FLAT RATE EMPLOYEES WILL BE PAID AN AVERAGE WEEK BASED ON THE PREVIOUS CALENDAR YEAR EARNINGS UP TO A MAXIMUM OF $1200 PER WEEK.
• EMPLOYEES PAID HOURLY PLUS COMMISSION WILL BE PAID CURRENT HOURLY RATE TIMES THE AVERAGE WEEKLY HOURS WORKED NOT TO EXCEED 40 HOURS PER VACATION WEEK EARNED UP TO A MAXIMUM OF $1200 PER WEEK. MONTHLY COMMISSIONS WILL NOT BE PRORATED FOR VACATION TIME.
• HOURLY EMPLOYEES WILL BE PAID AT THEIR CURRENT RATE TIMES THE AVERAGE WEEKLY HOURS WORKED NOT TO EXCEED 40 HOURS PER VACATION WEEK EARNED UP TO A MAXIMUM OF $1200 PER WEEK
• SALARIED EMPLOYEES WILL BE PAID AT THEIR CURRENT SALARY.
EMPLOYEES HAVE A CHOICE TO BE PAID FOR VACATION ONE WEEK BEFORE OR ONE WEEK AFTER THEIR VACATION IS TAKEN. FRIENDLY CHRYSLER JEEP, INC. WILL NOT PAY FOR VACATIONS MORE THAN ONE WEEK IN ADVANCE AND MULTIPLE WEEKS CANNOT BE TAKEN CONSECUTIVELY. EMPLOYEES WILL BE PAID ANY UNUSED VACATION TIME AT THE END OF THEIR VACATION CYCLE (ANNIVERSARY TO ANNIVERSARY) WITH THE EXCEPTION OF SALARIED PERSONNEL, WHO FORFET UNUSED VACATION TIME.
IF A HOLIDAY FALLS WITHIN THE VACATION WEEK, PAYMENT FOR THE HOLIDAY WILL BE IN INCLUDED IN THE VACATION WEEK.
VACATIONS MAY BE DIVIDED INTO DAYS AND WILL BE PAID WITH THE PAYROLL THAT INCLUDES THE DAY OF VACATION, HOWEVER INDIVIDUAL VACATION DAYS MAY NOT BE COMBINED WITH HOLIDAYS IN WHICH CASE HOLIDAY PAY WILL BE FORFITED.
EXCESSIVE ABSENTESISM MAY BE CHARGED AGAINST VACATION TIME OFF.
VACATION REQUESTS WILL BE APPROVED BASED ON SENIORITY AND REQUIRE AT LEAST 30 DAYS PRIOR NOTICE TO DEPARTMENT MANAGER.
Form 2800
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEE HOLIDAY BENEFIT POLICY
THE EMPLOYEE HOLIDAY BENEFIT IS EXTENDED TO EMPLOYEES AS A SHARE IN THE FINANCIAL SUCCESS OF
FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEES WHO QUALIFY FOR HOLIDAY PAY WILL BE ENTITLED TO 6 PAID HOLIDAYS TO INCLUDE:
• MEMORIAL DAY
• 4TH OF JULY
• LABOR DAY
• THANKSGIVING
• CHRISTMAS DAY
• NEW YEARS DAY
HOLIDAY PAY WILL BE EQUAL TO ONE VACATION DAY RATE OF PAY.
TO BE ELIGIBLE FOR HOLIDAY PAY, THE EMPLOYEE MUST WORK THE REGULARLY SCHEDULED WORK DAY BOTH BEFORE AND AFTER THE HOLIDAY, UNLESS THE HOLIDAY FALLS WITHIN A SCHEDULED VACATION WEEK. INDIVIDUAL VACATION DAYS BEFORE OR AFTER A HOLIDAY WILL RESULT IN FORFEIT OF THE HOLIDAY PAY. ALL ABSENCES, EXCUSED OR NOT, WILL ALSO RESULT IN FORFEIT OF THE HOLIDAY PAY.
IF A HOLIDAY FALLS ON A WEEKEND, HOLIDAY PAY WILL BE INCLUDED WITH THE FOLLOWING WEEKS PAY.
EMPLOYEES MUST COMPLETE THEIR 90 DAY PROBATIONARY PERIOD TO BE ELIGIBLE FOR HOLIDAY PAY.
Form 2850
Jim Riehl’s FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEE DISCOUNT BENEFIT Policy
THE EMPLOYEE DISCOUNT BENEFIT IS EXTENDED TO EMPLOYEES AS A SHARE IN THE FINANCIAL SUCCESS OF
FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEES CAN HAVE THEIR VEHICLES SERVICED IN THE SERVICE DEPARTMENT OR BODY SHOP AT DEALER COST FOR SERVICE, PARTS, AND SUBLET PLUS 15% & TAXES, EXCEPT IN THE FOLLOWING SITUATION:
PAYMENT FOR REPAIRS IS FROM A SECOND PARTY SUCH AS AN INSURANCE OR WARRANTY COMPANY, IN WHICH CASE, THE FULL DEDUCTIBLE IS THE RESPONSIBILITY OF THE EMPLOYEE.
PAYMENT FOR REPAIRS IS FROM A SETTLEMENT WITH A SECOND PARTY SUCH AS AN INSURANCE OR WARRANTY COMPANY, IN WHICH CASE, THE REPAIRS WILL BE PAID AT RETAIL PRICES.
EMPLOYEES CAN PURCHASE PARTS OR CLOTHING THROUGH THE PARTS DEPARTMENT AT DEALER COST PLUS 15% & TAXES.
EMPLOYEES CAN PURCHASE A NEW VEHICLE FOR INVOICE LESS HOLD BACK AND REFUNDABLE ADVERTISING PLUS $150, TAXES, TITLE, AND PLATE FEES WITH THE EXCEPTION OF VEHICLES ON ALLOCATION RESTRICTIONS.
EMPLOYEES CAN PURCHASE A USED VEHICLE FOR $100 OVER PACK PLUS TAXES, TITLE, AND PLATE FEES WITH THE EXCEPTION OF “EMPLOYEE DISCOUNT” RESTRICTED VEHICLES.
(Both new and used vehicle purchases must originate with the sales manager. Any advanced dealings with a salesperson will constitute a non-employee sale.
EMPLOYEES CAN PURCHASE A VEHICLE EXTENDED SERVICE CONTRACT AT DEALER COST PLUS $25.00
THE ABOVE DISCOUNTS ARE AVALIABLE TO EMPLOYEES WHO HAVE COMPLETED THEIR 90 DAY PROBATIONARY PERIOD AND CANNOT BE EXTENDED TO FRIENDS OR RELATIVES.
Form 2900
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEE FRIENDS AND FAMILY
SERVICE/PARTS DISCOUNT BENEFIT Policy
THE EMPLOYEE DISCOUNT BENEFIT IS EXTENDED TO EMPLOYEES AS A SHARE IN THE FINANCIAL SUCCESS OF
FRIENDLY CHRYSLER JEEP, INC.
EMPLOYEES CAN HAVE IMMEDIATE FAMILY MEMBERS AND VERY CLOSE FRIENDS GET THEIR VEHICLES SERVICED IN THE SERVICE DEPARTMENT AT SERVICE LABOR PRICE LESS 40% AND PARTS PRICE LESS 20%, EXCEPT IN THE FOLLOWING SITUATION:
PAYMENT FOR REPAIRS IS FROM A SECOND PARTY SUCH AS AN INSURANCE OR WARRANTY COMPANY, IN WHICH CASE, THE FULL DEDUCTIBLE IS THE RESPONSIBILITY OF THE EMPLOYEE.
PAYMENT FOR REPAIRS IS FROM A SETTLEMENT WITH A SECOND PARTY SUCH AS AN INSURANCE OR WARRANTY COMPANY, IN WHICH CASE, THE REPAIRS WILL BE PAID AT RETAIL PRICES.
IF A REGULARLY PRICED SERVICE OR PARTS IS SOLD AT A PRICE LESS THAN THE FRIENDS AND FAMILY PRICE
THIS IS DESIGNED FOR A LIMITED NUMBER OF DISCOUNTS PER YEAR. PLEASE USE EMPLOYEE DISCRESION AND DO NOT ABUSE THIS POLICY. THE SERVICE MANAGER IS THE ONLY MANAGER TO APPROVE AND WRITE THIS DISCOUNT.
THE ABOVE DISCOUNTS ARE AVALIABLE TO EMPLOYEES WHO HAVE COMPLETED THEIR 90 DAY PROBATIONARY PERIOD AND CANNOT BE EXTENDED TO FRIENDS OR RELATIVES.
Form 2950
JIM RIEHL’S FRIENDLY CHRYSLER JEEP, INC.
FOOD POLICY
IN AN EFFORT TO MAINTAIN A PROFESSIONAL APPEARANCE, FRIENDLY CHRYSLER JEEP, INC. HAS ADOPTED THE FOLLOWING EATING POLICY
DINING ANYWHERE INSIDE THE BUILDING OTHER THAN IN A LUNCHROOM SHOULD BE LIMITED. AREAS WHERE CUSTOMERS FREQUENT, SUCH AS THE SERVICE WRITEUP AISLE, RENTAL OFFICE AND SALES SHOWROOMS NEED TO BE KEPT FREE OF FOOD ODORS AND SCRAPS.
PLEASE KEEP OUR EMPLOYEE LUNCHROOMS CLEAN. THROW AWAY ANYTHING LEFT IN THE REFRIGERATOR THAT YOU DO NOT INTEND TO EAT LATER. WIPE OUT THE MICROWAVE IF YOUR MEAL HAS SPLASHED, AND CLEAN ANY SPILLS OR CRUMBS ON TABLES.
SPACE IS AT A PREMIUM IN OUR FACILITIES, SO PLEASE SHOW THAT YOU APPRECIATE A PLACE TO RELAX AND DINE IN CONFORT.
Form 3000
Jim Riehl’s Friendly Chrysler Jeep, Inc.
DISCLOSURE OF INTENT
TO OBTAIN A CONSUMER REPORT
In compliance with the Fair Credit Reporting Act, we herby notify you that for employment purposes we may request a consumer report in connection with your application for employment or employment. This report from a consumer reporting agency may include information bearing on your character, general reputation, personal characteristics or mode of living; it is our normal practice to limit the consumer report to driving records available from the appropriate state department of motor vehicle.
This disclosure also is to inform you that our insurance company may also request a consumer report on you, which under normal practice will consist of your driving record from the appropriate state department of motor vehicles. The purpose of insurance carrier requesting a report will be for business insurance underwriting purposes. The insurance Carrier is not your employer or prospective employer and will not make any employment decision relating to you.
CERTIFICATION OF RECEIPT AND
AUTHORIZATION TO OBTAIN A CONSUMER REPORT
I acknowledge that I have received a copy of the “Disclosure of Intent to Obtain a Consumer report.”
The name and address of the consumer reporting agency gathering the consumer report is: Insurance Information Exchange Account Administration, 3001 East Bypass, College Station, TX 77845. I understand that I have the right to dispute with the consumer reporting agency any inaccurate information by directly contacting the agency.
I voluntarily authorize you to obtain a consumer report regarding me in connection with my application for employment. I also voluntarily authorize the insurance carrier to obtain a consumer report regarding me for business underwriting purposes. I understand that the insurance carrier is not my employer or prospective employer.
I understand and agree that I can revoke this authorization only in writing and the revocation will be effective only upon receipt.
_____________________ ___________ ____________________
Signature Date Print Name
D.O.B. ____/____/_____ Drivers License Number: ________________________
Form 3050
Jim Riehl’s Friendly Chrysler Jeep, Inc.
Equipment Request Form
Requesting Employee Name: _____________________________________________
Position/Title: ___________________________ Requestor Phone: _______________
Location: _____________________________________ Dept: ___________________
Secretary Treasurer (Print): ___________________ Mgr. Phone: _________________
Secretary Treasurer: _____________________________ Date: __________________
Employee that will use equipment (User): ____________________________________
User location: _____________________________ User Phone: _________________
Equipment Requested (be as complete as possible): ___________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
Reason for request: _____________________________________________________
_____________________________________________________________________
Will this equipment replace any existing equipment? □ Yes □ No
If answer is “yes” what equipment will it replace: _______________________________
Specific request for equipment being replaced (if answer is “none” equipment will be evaluated by Friendly Auto Group or IT Vendor and either stored for utilization elsewhere or disposed of):
_____________________________________________________________________
_____________________________________________________________________
Form 3100
Jim Riehl’s Friendly Chrysler Jeep, Inc.
General Request Form
Employee Name: _____________________________________________________
Position/Title: _______________________________ Phone#: _______________
Location: ___________________________________ Dept: ___________________
Manager (Print): _____________________________ Mgr. Phone: ______________
Manager Signed: ____________________________________ Date: ____________
Problem/Request (be as complete as possible): ___________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
Date Problems Began: ___________________
Actions Already Taken to Attempt to Resolve: ____________________________
___________________________________________________________________
____________________________________________________________________
____________________________________________________________________
Form 3150
Jim Riehl’s Friendly Chrysler Jeep, Inc.
Employer’s Notice of FMLA Leave Calculation Method Policy
In accordance with the Family Medical Leave Act, eligible employees are entitled to up to twelve (12) weeks of unpaid job protected leave for certain family and medical reasons.
It is the policy of this dealership to calculate an eligible employee’s twelve week leave period based upon the twelve (12) month period measured forward from the date any leave begins. Accordingly, under this method of calculation, an employee would be entitled to twelve (12) weeks of leave during the twelve (12) month period beginning on the first date leave is taken. The next twelve (12) month period would begin the first time leave is taken after completion of the previous twelve month period.
Form 3200
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