EMPLOYEE POLICY REFERENCE BOOKLET



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Company Handbook

Revised May 21, 2018

This handbook is designed as a reference tool for you. It includes several of the policies and philosophies of our company.

Welcome

I am excited to present our Employee Handbook to you. This is designed to provide you with a variety of information about working at South Shore Pool Supply, Inc. It describes some policies, procedures, and programs we offer and provides you with a background of our company history, products and services. It also outlines our customer service philosophy.

Working at South Shore Pool Supply, Inc should be fun, safe and profitable. We encourage employee feedback on this handbook and on all other aspects of your work.

This is a dynamic handbook, which means that it will continue to be updated and enhanced to address needs and changes occurring within the company. Please take the time to review the handbook and address any questions you may have to any member of the management team.

The handbook is not a contract; it is to serve as a guideline and can be changed at any time, with or without notice.

We hope you will enjoy being part of our team and helping us keep our customers happy!

Our Purpose:

We make pool ownership fun, healthy and Hassle Free. We provide our employees with exceptional training, so our customers receive outstanding service, allowing them to build lasting memories with family and friends.

Be proud to work at South Shore Pool Supply, Inc where we offer:

“Everything for your pool - just around the corner”

“The Best Pool Service on the South Shore”

“Hassle Free Pool Care”

Table of Contents

Title Page(s)

|Company Handbook Cover |1 |

|Welcome and Mission Statement |2 |

|Table of Contents |3 |

|Company History |4 |

|“At-Will” Employer, Business Philosophy, Products & Services |5 |

|A Safe & Respectful Work Place |6 – 7 |

|Commitment to My Coworkers |7 |

|Work Place Behaviors, Cell Phone Communications |8-11 |

|Company Property |11 |

|Work Schedules, Overtime Policy, Earned Sick Time |11-13 |

|Vehicles |14-15 |

|Time Off |15-16 |

|Leaves of Absence |16 |

|Compensation & Payroll, Employee Development |17 |

History of South Shore Pool Supply

In 1964, Dave and Bobbi Hall built a swimming pool with the promise that Bobbi would teach swimming lessons to pay for the extravagance. Seventeen years of lessons paid for the pool many times over.

When Dave found little help available to learn about pool care, he decided to start South Shore Pool Supply, where he sold supplies out his garage, gave sound advice, and opened and closed a few pools. Not only was he helping pay for the pool, but he also earned extra cash to feed his winter passion – skiing!

In 1992, their daughter, Tracy Dieselman, purchased the business from them and learned about the pool service business while still caring for her young children. She also taught swimming lessons in her own pool.

In 2005, Jay Dieselman, Tracy’s husband, joined South Shore Pool Supply on a full time basis. Together they have grown the business so that they serve hundreds of customers on the South Shore.

In 2007, the retail store was relocated to Route 3A, which has brought growth to the retail and service parts of the business. In March of 2012, South Shore Pool Supply celebrated the Grand Opening of its administrative offices in Cohasset. Our goal continues to be to keep customers happy by providing excellent service, great value and honest hard work.

Though Dave passed on in 1998, his ethics and determination continue to be a part of our ever-growing company.

“At Will” Employer

South Shore Pool Supply is an “at-will” employer and operate under the provision that employees have the right to resign their position at any time, with or without notice and with or without cause. We, the employer, have similar rights to terminate the employment relationship at any time, with or without notice and with or without cause.

Our Business Philosophy

At South Shore Pool Supply, Inc our goal is to build the business by providing continuing education and training of our employees and providing continual improvement in our level of service to our customers. We are committed to treating each employee and customer with respect and dignity; providing our products and services at fair and reasonable prices and contributing back to the communities in which we do business.

We also believe that our employees should have fun while working at South Shore Pool Supply. We sponsor employee appreciation and team building events; encourage personal growth activities and look forward to hearing creative ideas and constructive feedback from our employees.

Products & Services

Pool and Spa Openings and Closings

Pool and Spa Equipment repair and replacement

Weekly Maintenance

Initial Cleanings

Full Range of Pool and Spa supplies and chemicals at our retail store

FREE Computerized water testing

Safety Cover quotes and Installation

A Safe & Respectful Workplace

EEO Policy

We are committed to providing equal employment opportunity in all aspects of our business. By continuing to extend equal opportunity and provide fair treatment to all employees on the basis of merit, we will improve our company’s success. This policy applies to all employees.

Requirements:

Use merit, qualifications, and other job-related criteria as the sole bases for all employment-related decisions affecting employees.

Recruit, hire, train, compensate, promote and provide other conditions of employment without regard to a person's race, color, religion, national origin, sex, age, disability, veteran status or other characteristics protected by law.

Take affirmative action to provide equal employment opportunity complying with the spirit and letter of all laws, regulations and government contract requirements.

Provide a work environment free of harassment of any kind based on diverse human characteristics and cultural backgrounds. Sexual harassment is prohibited under this policy.

Sexual Harassment Policy

Sexual harassment will not be condoned in this workplace. It is the employer's responsibility to provide a workplace free of harassment. This company will not knowingly permit, and will take reasonable steps to stop, all forms of harassment. Any employee, regardless of position, who sexually harasses other individuals at work will face disciplinary action, including and up to termination.

What is Sexual Harassment?

Sexual harassment is defined as a course of abusive, unwelcome conduct or comments; or, any sexual solicitation or advance that is known, or ought to be known to be unwelcome, especially if it may reasonably be seen to be putting a condition on employment, or the receiving or withholding of any benefit or service. The unwanted behavior may be either physical or verbal.

Sexual Harassment may also include one or more of the following:

• Unwelcome physical contact, such as touching, patting or pinching

• Implied or expressed promise of reward or threat of reprisal for complying with a sexual solicitation or advance

• Unwelcome sexual remarks or jokes that denigrate one's gender

• Unwelcome, ongoing, sexual solicitations or advances

• Displaying derogatory materials such as pictures or cartoons that denigrate either women or men.

If you have been Sexually Harassed

If you believe you've been harassed, you are encouraged to immediately tell the harasser to stop and report the incident to your immediate supervisor. If the harasser continues or if you choose not to confront the harasser, tell your supervisor or another member of management. Management will investigate any complaint as quickly and confidentially as possible. We will let both parties involved in the complaint know the outcome of the investigation.

If the evidence supports the complaint, we will do whatever is necessary to stop the harassment, and if appropriate, discipline the perpetrator. If the evidence does not support the complaint, no repercussion will occur for the person filing the complaint, if the complaint was made in good faith.

OSHA Compliance

We believe in the safety of our workers and workplace. As such, we follow all guidelines that apply to our industry and pertain to us as set forth by OSHA. We are committed to complying with both the letter and spirit of the law and expect each employee to do so as well.

COMMITMENT TO MY COWORKERS

As your co-worker with a shared goal of proving excellent service to our customers,

I commit to the following:

• I will accept responsibility for establishing and maintaining healthy interpersonal relationships with you and every other member of the staff. I will talk to you promptly if I am having a problem with you. The only time I will discuss it with another person is when I need advice or help in deciding how to communicate with you appropriately.

• I will establish and maintain a relationship of functional trust with you and every other member of this staff. My relationship with each of you will be equally respectful regardless of job titles or level of training.

• I will not complain about another team member, and ask you not to as well. If I hear you doing so I will ask you to talk to that person.

• I will accept you as you are today forgetting past problems and ask you to do the same with me.

• I will be committed in finding solutions to problems, rather than complaining about them or blaming someone for them and ask you to do the same.

• I will affirm your contribution to the quality of our service.

• I will remember that neither of us is perfect, and that human errors are opportunities, not for shame or guilt but for forgiveness and growth.

Workplace Behaviors

Offensive Language

Employees will refrain from utilizing offensive language in the workplace. This includes but is not limited to the use of profanities, ethnic, racial, homophobic or sexual slurs.

Alcohol Consumption

The consumption of alcohol is prohibited while on company time, in company vehicles at company sponsored functions and at customer work sites. Any employee consuming alcohol will be subject to disciplinary action.

Drug-Free Workplace

Providing a healthy and safe work environment is part of our commitment to our employees. Unlawful manufacture, distribution, dispensation, possession, sale, or use of a controlled substance in the workplace is prohibited. Employees found to be in violation of this rule will be terminated immediately.

Employee Drug Screening

We reserve the right to request a drug/alcohol screening at any time prior to, or during employment. Despite marijuana being legal in MA, it is still federally illegal and we will be testing for it. Refusal of testing or positive test results could result in termination of employment.

Tobacco Policy

Providing a safe and healthy work environment for all employees depends in part on the cooperation of smokers and non-smokers. It is our policy to comply with all legislation regarding smoking in places of employment and to accommodate, when possible, the preference of non-smokers and smokers. South Shore Pool Supply Maintains a Smoke-Free environment. Tobacco use is not permitted within or around any company offices, warehouses, retail stores or vehicles. Tobacco use is also prohibited at any customer or vendor site.

Fighting

Physical fighting or physical altercations of any type are prohibited in the workplace. Such behavior may result in suspension or termination.

Threatening or Intimidating Behavior

Employees may not exhibit any behavior that is threatening or intimidating to co-workers, management, customers, or any other individuals with whom they interact on behalf of the company. This behavior includes but is not limited to both verbal and physical actions.

Damaging Property

Employees who damage company or customer property will be held accountable including being responsible for repairing, fixing, or replacing such property to its original state. Some or all costs incurred could be passed onto involved individuals.

Gambling

Employees are prohibited from participating in gambling of any kind while on company time and/or company or customer property.

Doing non-Company work

Employees are prohibited from doing non-company related work while on company time. This includes both paid and non-paid work. Management may give pre-approval for special projects the company may be involved in.

Soliciting on Company Time

Employees are not permitted to solicit, sell, or distribute any products, services, or literature during work hours in the workplace. Management may grant exceptions to this policy.

Conflict of Interest

Employees cannot maintain, either directly or indirectly, any outside business or financial interests that conflict with the interest of the company. Employees cannot hold an additional job, either part-time or full-time, within the pool and spa industry.

Firearms

Carrying or maintaining a firearm on company property, in a company vehicle, or at a client site is prohibited. Violation of this policy may result in disciplinary action, including termination.

Disciplinary Policy

All employees are subject to the South Shore Pool Supply "Three Strikes" Disciplinary Policy. It is the responsibility of management to review this policy with all of their direct reports and adhere to the policy to correct unacceptable behavior. For details on this policy please see your immediate supervisor.

Electronic Communications

Electronic communications includes but is not limited to the following resources: telephones, cell phones, computers, internet, facsimile machines, e-mail, and voice mail. These resources are designed for business purposes. All communication, information, and materials delivered by way of these resources must be of an appropriate business nature, not violate the legal right of the company, and must safeguard the confidentiality of the information.

The following are examples of misuse of electronic communications:

• Sending or receiving sexually explicit or obscene images or messages.

• Sending or receiving racial, ethnic or other slurs.

• Sending or receiving materials that could be perceived as any type of harassment; harmful, or insulting.

Cell phone communication

Cell phone communication for personal business, including texting, is prohibited during work hours. Texting while driving is not allowed while on South Shore Pool Supply time due to legality and safety hazards.

• At the office – no cell phone use

• At the retail store – no cell phone use

• While driving – no cell phone use

• At a pool – Only if taking pictures and troubleshooting with a Senior Tech

For safety reasons, iPods and similar music devices are not to be used during business hours unless approved by a member of the management team.

The Internet & PCI Compliance

Internet use is permitted at South Shore Pool Supply for business related research purposes or other purposes that have been approved by management. Employees may check personal email and/or company email as long as doing so does not interfere with their assigned daily tasks.

However, South Shore Pool Supply maintains strict PCI compliance in order to keep customer information such as address, telephone numbers, credit card numbers and other sensitive information from falling into the wrong hands. Use of websites that may compromise this compliance is STRICTLY PROHIBITED and can result in immediate termination for any associate found visiting these websites. Disciplinary action may be incurred for websites visited even if the employee is unaware of the malicious nature of the site. This includes, but is not limited to, websites that contain pornography, virii and "Trojan horses," spyware, malware, "cracking, hacking or phreaking" websites or information, bit torrent websites, toolbar installation software or other software that monitors keystrokes or workstation use.

Social Networking Websites

It is the policy of South Shore Pool Supply to forbid access during work hours to social networking websites such as Facebook, Instagram, Twitter, etc, unless under supervision or instruction from a senior member of management.

Company Email/Follow-ups

South Shore Pool Supply utilizes the RB Control email and follow-up system to communicate with all employees for tasks that are both time and non-time sensitive. It is the policy of South Shore Pool Supply to require all employees to monitor their company emails and follow-ups and respond or act on these forms of communication daily. For instruction on how these systems work, please see the Office Manager. Failure to monitor these systems on a consistent basis will result in disciplinary action.

Professional Dress

A professional appearance is required.

Acceptable clothing includes:

• Work pants-Dockers/Dickies/Jeans or similar workstyle pants. Harem pants, sweatpants or similar are forbidden.

• Shorts- Shorts must have a stitches hem and be work style. Athletic shorts are prohibited.

• Shirts- A company provided shirt. Shirts without sleeves and cut-offs are prohibited.

• Outerwear- Company provided vests and jackets can be checked out during inclement weather.

• Proper foot wear- Boots or sneakers should be worn.

All clothing is to be clean and free of rips, tears and stains.

Personal grooming and appearance:

• Facial hair- must be kept neatly trimmed and under ¼ inch.

• Tattoos-no offensive visible tattoos are allowed.

• Piercings-no plugs. Visible body piercings must be approved by supervisor.

Conduct with Customers

Our customers are our most valued assets. As such, each and every customer is to be treated like a member of the family. They should be treated with kindness, courteousness, respect, and dignity. Each employee is expected to act in a professional manner when interacting with a customer.

Employment Paperwork

All employees are required to complete Federal and Massachusetts State Tax forms as well as the Federal I9 Employment Eligibility Form. These require two forms of ID, one establishing identity and one that establishes work eligibility. Most people provide a valid drivers license and a Social Security Card. See the hiring manager for acceptable documentation. You will also be asked to sign off on certain policies and/or distribution of tools/equipment acknowledgement forms.

Company Property

Care of Tools/Equipment

Any tools issued to employees are labeled as owned by South Shore Pool Supply. Employees will sign out tool sets and be asked to keep track of tools throughout the season and return complete tool sets at the end of the season. Each employee is responsible for the care and protection of such tools and equipment so if a tool is lost or broken, please discuss it promptly with management. Employees may be asked to pay for replacement tools depending on the situation resulting in loss. Additionally, some tools are required to be furnished by the technician. A list of these tools may be obtained by speaking to the Inventory Manager or Maintenance Manager.

Customer Records

The business records of all customers are the property of the company. All information contained in customer records is confidential and may not be shared with any person or organization except as required by law.

Work Schedules

Our Work Week

The regular work week is defined as Sunday through Saturday. Since our company is a seasonal business, employees may be asked to work additional hours during very busy times.

Work Hours

Regular work hours can range from 7am-7pm. Employees are asked to arrive 15 minutes before their assigned shift. Store hours vary depending on the season. Please check our website for hours.

Clocking In / Clocking Out

All employees are responsible for clocking in into RB Controls at the start and finish of each workday. As part of the clocking in process, all employees are responsible for checking their follow ups, sales leads and messages. Clocking in and out is used for tracking and communication purposes as well as for payroll. Employees may not clock in more than 15 minutes before their assigned start time.

Employees may only clock themselves in and out. Sharing Employee IDs with a fellow employee is prohibited.

Service Time Sheets

All sales orders must be completed and returned at the end of the shift. This keeps our inventory and billing current. These are kept in technicians designated mailboxes downstairs near the restrooms.

Overtime Policy 2016

November 1 to March 31: No overtime is allowed

April 1 to October 31:

• Office Personnel: No overtime is permitted unless requested to work on a Saturday. Any hours over 40 must be preapproved by your direct supervisor.

o If overtime is needed, the employee must send a Follow Up ahead of time to their direct supervisor for approval. If it is needed the day of, a follow up must be sent and direct approval is needed.

• Management: Exempt employees are allowed unpaid overtime. Non-exempt employees - no overtime is permitted unless requested to work on a Saturday. Any hours over 40 must be preapproved by your direct supervisor.

o If overtime is needed, the employee must send a Follow Up ahead of time to their direct supervisor for approval. If it is needed the day of, a follow up must be sent and direct approval is needed.

• Field Personnel: Are allowed overtime.

o If the employee is going to go over 10 hours of overtime, approval is needed. To get approval please send a Follow Up to your direct supervisor.

• Retail Personnel: No overtime is permitted. Any hours over 40 must be preapproved by your direct supervisor.

o If overtime is needed, the employee must send a follow up ahead of time to their direct supervisor for approval. If it is needed the day of, a Follow Up must be sent and direct approval is needed.

Late and Absence Policy

Employees are considered absent when they miss 50% or more of a workday. Employees will be considered late if they arrive more than 5 minutes after their assigned start time. An employee who is absent due to illness or injury for more than three consecutive days will need to have a note from their physician. Employees who are consistently late for their shift will be subject to disciplinary action up to and including termination.

Sick Policy

If an employee is unable to work due to illness, please call (781)383-3300 as soon as possible and inform your immediate supervisor of your absence. If your immediate supervisor is unable to be reached you are required to speak with Tracy at (781)799-4157.

Earned Sick Time

Beginning July 1, 2015

The earned sick time law, M.G.L. c. 149 § 148C, was approved by the voters on November 4, 2014. The law entitles employees in Massachusetts to earn and use sick time according to certain conditions.

Employees who work for employers having eleven or more employees can earn and use up to 40 hours of paid sick time per calendar year, while employees working for smaller employers can earn and use up to 40 hours of unpaid sick time per calendar year.

An employee can use earned sick time if required to miss work in order (1) to care for a physical or mental illness, injury or medical condition affecting the employee or the employee’s child, spouse, parent, or parent of a spouse; (2) to attend routine medical appointments of the employee or the employee’s child, spouse, parent, or parent of a spouse; or (3) to address the effects of domestic violence on the employee or the employee’s dependent child.  Employees will earn one hour of sick time for every 30 hours worked, and begin accruing those hours on the date of hire or on July 1, 2015, whichever is later. Employees can begin to use earned sick time on the 90th day after hire.

Employees of a particular city or town are covered only if, as required by the state constitution, the law is made applicable by local or state legislative vote or by appropriation of sufficient funds to pay for the benefit. Earned paid sick time will be compensated at the same hourly rate paid to the employee when the sick time is used.

Employees can carry over up to 40 hours of unused sick time to the next calendar year, but cannot use more than 40 hours in a calendar year. Employers do not have to pay employees for unused sick time at the end of their employment. If an employee misses work for a reason eligible for earned sick time, but agrees with the employer to work the same number of hours or shifts in the same or next pay period, the employee will not have to use earned sick time for the missed time, and the employer will not have to pay for that missed time.  Employers will be prohibited from requiring an employee to work additional hours to make up for missed time, or to find a replacement employee.

Employers may require certification of the need for sick time if an employee uses sick time for more than 24 consecutively scheduled work hours. Employers cannot delay the taking of or payment for earned sick time because they have not received the certification.  Employees must make a good faith effort to notify an employer in advance if the need for earned sick time is foreseeable.

Employers are prohibited from interfering with or retaliating based on an employee’s exercise of earned sick time rights, and from retaliating based on an employee’s support of another employee’s exercise of such rights.

The law does not override employers’ obligations under any contract or benefit plan with more generous provisions than those in the law. Employers that have their own policies providing as much paid time off, usable for the same purposes and under the same conditions as the law, are not be required to provide additional paid sick time.

The Attorney General enforces the law, using the same enforcement procedures applicable to other state wage laws, and employees can file suits in court to enforce their earned sick time rights.

The law takes effect on July 1, 2015.

Lunch Policy

A ½ hour unpaid meal break is provided for employees working six or more hours on a shift

All employees must report the time of their breaks. This is done by either by utilizing the RB Time Clock, or if employee is out on the road, they must report their break time to the Payroll Administrator, who will make the proper adjustment to their Time Clock. A ½ hour, unpaid meal break is provided for employees working six or more hours on a shift. Compensation for this break will be paid, if the employee has voluntarily agreed to waive his or her meal break by working through his or her meal break, or remaining at their work station during this break

Weather

Do everything you can unless you hear thunder or see lightning. When there is thunder/lightning please sit in your car and call the office. We will give you an idea of how long it will be until the storm passes. If you are unable to vacuum, please let the customer know. If they’d like to schedule a return visit for vacuuming that will be an additional charge.

Trash

Trash must be cleaned out of all vehicles daily. All recycling is to be broken down properly and thrown into the correct container. If you have any questions, please see our Inventory Manager.

Vehicles

Company Vehicles

South Shore Pool Supply will provide a company vehicle for each service technician. This vehicle is to remain in the South Shore Pool Supply parking lot when not being used during work hours. A valid driver’s license is required to operate these vehicles. Employees are expected to operate all company vehicles in a safe manner, following all local and state motor vehicles laws. Company vehicles are to be kept clean and all personal items must be removed at the end of the shift.

If there are any issues with any of the company vehicles, mechanical or otherwise, please let management know immediately so this can be taken care of.

Wright Express Gas Cards

A Wright Express (WEX) card is in each company vehicle. The operator of each vehicle has a personal code required to use this card. The personal code is the last 4 digits of their social security number. These cards can also be used to refill gas cans for service equipment.

Personal Car Use Policy

Some positions require employees to utilize their own vehicle to perform the required job. We expect that the vehicle is reliable and properly insured, and that any person using their own vehicle for work holds a valid driver's license. We will request copies of said insurance and license. We also require that employees notify their insurance company to obtain a Class 30 license and inform their carrier that their vehicle is being used for work purposes.

Employee Mileage Reimbursement Policy

Effective immediately, employees of South Shore Pool Supply who are using their personal vehicles for transportation to and from scheduled and unscheduled service stops will be paid a mileage reimbursement of $0.50 per mile based upon the MapPoint optimized route.

Because unscheduled stops, follow-ups, customer emergencies and unexpected cancellations are a part of our business, there may be times when an employee may be compensated for more or less than the MapPoint optimized route specifies. This additional compensation will occur at the discretion of the employee’s immediate supervisor.

In the rare case where extreme deviation (15 miles or more) from a scheduled MapPoint optimized route is required, South Shore Pool Supply will adjust employee mileage accordingly.

All other situations will be paid according to the MapPoint optimized route only.

This policy applies ONLY to those employees who are using their personal vehicle for service and maintenance work directly related to South Shore Pool Supply. This policy does not pertain to mileage obtained while driving company supplied vehicles.

It should also be noted that employees who are using their personal vehicles for service work must maintain a current Massachusetts driver’s license, valid vehicle registration, valid safety inspection and valid automobile insurance policy with a class 30 rating (business use) covering the vehicle that is being used in order to qualify for this mileage reimbursement.

Employees are encouraged to show a copy of this insurance coverage to the Office Manager during their scheduled orientation.

Time Off

The following information is applicable to FULL Time, year-round employees unless otherwise noted.

Vacation

Vacation time must be pre-approved by your immediate supervisor at least 2 weeks in advance for all full and part time employees. All vacation request must be made in writing. Full Time, YEAR ROUND, employees are eligible for paid vacation time based on their length of service with the company. Employees receive one week (5 days) vacation upon completion of one year of full time service. Upon the completion of five years of full time service employees receive 2 weeks (10 days) vacation. Vacation time that is not used within a given year may not be carried over to the next year.

Sick Days

Each employee will earn one hour of sick time per thirty hours worked with a maximum of 40 hours per year. See page 12.

Jury/Witness Duty

Employees are provided with time off with pay for jury and witness duty when mandated by the courts. At the end of duty, employees are required to obtain a statement of the duty’s duration signed by the court clerk, which should be given to their supervisor.

Voting

Employees who are registered voters will be given time off to vote if their work schedule conflicts with polling hours.

Bereavement Time

Employees may take up to five days off with pay when there is death in their immediate family. Immediate family members are identified as: spouse, children, grandchildren, parents, grandparents, and siblings.

Medical/Dental Appointments

Employees should schedule medical and dental appointments outside of work hours. If this is not possible, employees need to notify their immediate supervisor as far in advance as possible.

Leave of Absence

Full time employees who have completed one year of service are able to take a leave of absence for personal reasons. Leaves of absence may be granted for a period of one month to three months without pay.

Family and Medical Leave Act (FMLA)

Under the federal Family and Medical Leave Act (FMLA), employers must provide employees who have one or more years of service with up to 12 weeks of unpaid, job-protected leave in a 12-month period for any of the following reasons:

• To care for the employee’s child after the birth or placement for adoption or foster care.

• To care for the employee’s spouse, child or parent who has a serious health condition.

• For a serious health condition that makes the employee unable to perform his or her job.

• When the employee is unable to perform the essential functions of his or her job due to the employee’s own serious health condition.

Military Leave

Full time Employees will be given Military Leaves when enlisting or recalled to duty for a specific time period in the U. S. armed forces. While an employee is on an approved leave, his/her position in the company is protected.

Maternity Leave

Full-time female employees are eligible for paid maternity leave, including the following:

• Up to 13 weeks after one year of service, regardless of medical necessity.

• Up to 6 weeks during the first year of employment.

• No limit on the number of maternity leaves.

• Reinstatement to former or equivalent position.

Paternity Leave

Full-time male employees are eligible for the following, upon completion of one year of service with the company:

• Up to one week of paid paternity leave.

• Leave must be taken within three (3) months after the birth of the baby.

• Employee is reinstated to current position.

Compensation & Payroll

Frequency of Pay

Paychecks are issued every other week on Friday and will be placed in the employee's

mailbox in the office before noon. Checks will be distributed to the store for retail employees every other Friday morning. The pay period runs weekly from Sunday to Saturday.

Direct Deposit

Direct deposit is available. Please provide the Office Manager a voided check if you would like to enroll or for other details.

Bonuses

Bonuses are given at the discretion of the owner.

Referral Policy

If you refer someone to come work for South Shore Pool Supply and they stay on for 30 days, you will receive $100. If they stay until the end of the season you will receive another $100! Anyone interested in a position should contact the Maintenance Manager to set up an interview.

Employee Development

In-House Training

Employee training and development are important elements in building an organization. Periodically, employees will be expected to participate in training and development programs that are designed to provide them with the knowledge, skills, and ability to grow professionally. Some will be mandatory and some will be optional. Compensation for participation in In-House training is at the discretion of the owner.

External Training Programs & Compensation

It is the policy of South Shore Pool Supply to pay employees their hourly rate for training that occurs outside of the company unless otherwise dictated by the owner. Training programs or classes which require a fee will be attended by the technician with the cost of the fee being paid rather than the employee's hourly rate. Paid training that is missed by an employee will result in the employee being responsible for full repayment to South Shore Pool Supply.

Industry Pre-Paid Training

Occasionally employees will be asked or requested to attend industry sponsored training. Trainings are scheduled in advance and pre-paid for by SSPS. If an employee misses a pre-paid class, which they have previously committed to, they will be responsible for full payment.

Certifications

As part of the employee development process, employees are encouraged to obtain professional certificates through courses offered by The Association of Pool and Spa Professionals.

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