Welcome
Welcome to Kenmover. The intention of this handbook is to provide you with an understanding of Kenmover and some of the expectations regarding your employment with us. Please take the time to read it carefully and keep it for future reference. If questions arise, do not hesitate to speak with your manager or designated Human Resources Personnel.
To our current staff, we renew our appreciation for your dedication and cooperation. We value our relationship and wish you continued success.
About Kenmover
Kenmover
Your friend in the moving business!
Our team of professional moves takes time to fully understand each customer’s moving needs. From sales to operations, we work hard to earn our customer’s trust before ever lifting that first box onto the truck. We believe every move (small or large) is important and should be done right. Whether moving a few blocks or to another state, we believe in good, old-fashioned customer care, and taking pride in a job well done. These values guide the actions of our family ensure we deliver your family the best moving experience, Period!
About the Employee Handbook
This Employee Handbook is your primary resource for understanding the Company’s business practices, goal and standards for acceptable workplace conduct. The Employee Handbook applies to all Company employees and describes the terms and conditions of your employment in effect at KENMOVER and serves as a set of guidelines. This handbook replaces any previous manual or handbook, and to the extent inconsistent, any previous understanding, practice, policy, or representation concerning the subject matters addressed in this handbook. This handbook may not be amended or added to without the express written approval of an officer of the Company.
Employees should read, understand, and comply with all provisions of the handbook. Please refer to it to find answers to your employment-related questions.
KENMOVER reserves the right to revise, supplement, or rescind any benefit programs, policies or position of the handbook, with the exception of its policy of at will employment, from time to time as it deems appropriate, in its sole and absolute discretion, with or without notice.
KENMOVER is committed to workplace policies and practices that comply with federal, state and local laws. In the event of an inconsistency between the Employee Handbook and applicable law, the applicable federal, state of local law will apply. The Employee Handbook is not intended to create a contract of continued employment or alter the at-will employment relationship between you and the Company. Not does this handbook, in
describing the Company’s policies or procedures, commit KENMOVER to follow any particular procedure in the course of imposing discipline or terminating employment. If you have any questions about these policies, please contact your Human Resource Representative or your manager.
This Handbook does not prohibit protected conduct or communications relating to your wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act.
Furthermore, nothing in this Handbook prohibits an employee from reporting concerns, making lawful disclosures, or communicating with any government authority about conduct the employee believes violated any laws or regulations.
At-Will Employment
Unless you have an individual, negotiated agreement signed by the CEO of Kenmover Group Holdco and residential Logistics or the President of a specific branch that states otherwise, your employment relationship with Kenmover is al will. The policy of at-will employment means that employment with KENMOVER is voluntarily entered into, and you are free to resign at will at any time, with or without notice or cause. At will employment also means that KENMOVER may make decisions regarding other terms of employment, including but not limited to demotion, promotion, transfer, compensation, benefits, duties, and location of work at any time, with or without cause or advance notice. No representative of KENMOVER other than the President of Kenmover has the authority to enter into any agreement for employment for a specified duration or to make any agreement of employment other than at will, Any such agreement must be by individual agreement, in writing and signed by the CEO of Kenmover.
Equal Opportunity Employment
KENMOVER is an equal opportunity employer and is committed to equal opportunity for all employees and applicants, KENMOVER recruits, hires, trains, promotes, compensates, and
administers all personnel actions without regards to race, creed, color, religion, sex, gender, sexual orientation, national origin, ancestry, citizenship status, age, marital status, political party. Affiliation, military or veteran status, genetic information, medical condition, physical or mental disability, or any other status protected by law. For purposes of this policy, gender includes gender identity and expression, transgender identity, pregnancy, breastfeeding, childbirth, or related medical condition, and gender stereotyping. This policy applies to all areas of employment, including recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination, compensation, benefits, and all other privileges, terms and conditions of employment.
KENMOVER also makes reasonable accommodations for qualified applicants and employees with disabilities unless doing so creates and undue hardship, in accordance with all legal requirements. Any applicant or employee who requires an accommodation to perform the essential functions of the job should contact your Human Resources Representative to request that accommodation. KENMOVER will work with that individual to attempt to identify a reasonable accommodation that will not impose an undue hardship on the Company.
All employees must follow this policy. Any employee who violates this policy will be subject to disciplinary action, up to and including termination of employment.
Any employee who believes that he or she, or that another person, has been subjected to any form of unlawful discrimination must immediately bring the concern to the attention of a supervisor, manager, or member of the human resources department. All reports describing conduct that is inconsistent with this policy will be investigated promptly and effectively in accordance with the procedure outlined below in the Policy Against Sexual Harassment and Other Workplace Harassment.
Policy Against Sexual Harassment and Other Workplace
Harassment
This policy forbids any unwelcome conduct that is based on an individual’s race, color, religion, sex, gender, national origin, age, disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other protected status of an individual or that individual’s associates or relatives. For the purposes of this policy, gender includes gender identity and expression, transgender identity, pregnancy, childbirth, or related medical condition, and gender stereotyping. KENMOVER is thus committed to providing a work environment that is free of unlawful discrimination, including harassment, or bullying, that is based on any legally protected status. KENMOVER will not tolerate any form harassment that violate this policy.
Coverage
This policy and the law forbid any employee, manager, supervisor, officer, director, supplier, vendor, customer, or any other third party that an employee encounters in connection with Company business to harass, discriminate, or retaliate against any Company employee, applicant, or contractor, intern, or volunteer, on the basis of any legally protected status or activity. This policy also prohibits offensive conduct that does not rise to a violation of the law, as explained below.
Prohibited Conduct
The Conduct prohibited by this policy, whether verbal, physical, or visual, includes any discriminatory employment action and any unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of unwelcome conduct prohibited by this policy are epithets, slurs, negative stereotyping, intimidating acts, and the circulation of posting of written or graphic materials that show hostility toward individuals because of their protected status. KENMOVER prohibits that conducts in the workplace, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.
Sexual Harassment
Sexual harassment deserves special mention. Harassing conduct based on gender often is sexual in nature but sometimes is not. This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.
According to the U.S. Equal Employment Opportunity Commission (‘‘EEOC’’), unwelcome sexual advances, requests for sexual favors, and other verbal, physical conduct based on sex constitute unlawful sexual harassment when (1) submission to such conduct becomes an implicit or explicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for any employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
This policy forbids harassment based on gender regardless of whether it rises to the level of a legal violation. Examples of gender-based harassment forbidden by this policy include (1) offensive sex oriented verbal kidding, teasing or jokes; (2) repeated unwanted sexual flirtations, advances or propositions; (3) verbal abuse of a sexual nature; (4) graphic or degrading comments about an individual’s appearance or sexual activities; (5) offensive visual conduct, including leering, making sexual gesture, the display of offensive sexually suggestive objects or pictures, cartoons or posters; (6) unwelcome pressure for sexual activity; (7) offensive suggestive or obscene letters, notes or invitations; or (8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body.
Employee Responsibility
Everyone at KENMOVER can help assure that our workplace is free from prohibited discrimination or harassment.
Avoiding Prohibited Conduct
Everyone is expected to avoid any behavior or conduct that could reasonably be interpreted as prohibited harassment; no employee, not even the highest-ranking individuals in the Company, are exempt from the requirements of this policy. Every employee is expected to inform any person in the workplace whose conduct the employee finds unwelcome or follow the Reporting Procedures in the Policy.
Reporting Procedures
If you feel you have experienced or witnessed any conduct inconsistent with this policy, you are to immediately notify, either in writing or verbally, your supervisor or manager, the President or CEO or your Human Resource Representative. Supervisors and managers who receive complaints of misconduct must immediately report such complaints to Human Resource. These are the individuals who are authorized by this policy to receive and act upon complaints of harassment on behalf of the Company. This policy does not require reporting harassment directly to an employee’s immediate supervisor or to any individual who is creating the harassment.
Company Response
All reports describing conduct that is inconsistent with this policy will be investigate promptly and effectively. To that end, both the reporting party and the party who allegedly violated this policy will be offered an opportunity to be interviewed or to otherwise respond. KENMOVER may put certain interim measures in place, such as a leave of absence or a transfer, while the investigation proceeds. KENMOVER will take further appropriate action once the reports has been thoroughly investigated. That action may be a conclusion that a violation occurred, as explained immediately below. KENMOVER might also conclude, depending on the circumstances, either that no violation of policy occurred, or that KENMOVER cannot conclude whether or not a violation occurred.
If an investigation reveals that a violation of this policy or other inappropriate conduct has occurred, then KENMOVER will take corrective action, including discipline up to an including termination, reassignment, changes in reporting relationship, training, or other measures as KENMOVER deems appropriate under the circumstance, regardless of the job positions of the parties involved. KENMOVER may take corrective action for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law or even a violation of this policy. If the person who engaged in harassment is not employed by the Company, then KENMOVER will take whatever corrective action is reasonable and appropriate under the circumstance.
Policy Against Retaliation
KENMOVER forbids that any employee treat any other employee or former employee or applicant adversely for reporting harassment, for assisting another employee or applicant in making a report, for cooperating in a harassment investigation, or for filing an administrative claim with the EEOC or as state governmental agency. All employees who experience or witness any conduct they believe to be retaliatory should immediately follow the reporting procedures stated above.
Confidentiality
In investigating and in imposing any corrective action, KENMOVER will attempt to preserve confidentiality to the extent that the needs of the situation permit.
Reasonable Accommodation Policy
Consistent with applicable law, KENMOVER prohibits discrimination against qualified
individuals with disability. KENMOVER will provide reasonable accommodation to enable qualified individuals with a disability to perform the essential functions of their jobs, and to enable individuals to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.
KENMOVER will engage in an interactive process with an applicant or employee who requests an accommodation and make an individualized assessment of the request. Accommodation will be provided in cases where the accommodation would not directly threaten someone’s health or safety or create an undue hardship. An undue hardship is an action requiring significant difficulty or expense.
Examples of possible accommodations include:
• Making existing facilities physically accessible to a disabled applicant or employee
• Job restricting
• Part-time or modified work schedules
• Acquiring or modifying equipment or devices
• Leave of absence for a defined period of time and an extension of leave
• Modification or adjustment to the job application process
• Reassignment of an employee to a vacant position for which they are qualified
Applicant and employees requiring accommodation(s) should advise Human Resources and complete a Reasonable Accommodation Request form. The request should be made and the form completed as soon as the reasonable accommodation becomes necessary. Accommodation requests received by a supervisor or manager should be referred to Human Resources.
In addition, individuals seeking a reasonable accommodation may be required to provide medical verification of their disability and need for accommodation by submitting medical information to your Human Resource Representative. All medical information received will be treated as confidential in accordance with KENMOVER policy and any applicable laws. Failure to submit requested documentation may affect KENMOVER decisions to grant or deny the requested accommodation.
Upon receiving a request for reasonable accommodation, KENMOVER will engage in all interactive process with the applicant or employee to indentify potential accommodations. If the accommodation is reasonable and will not directly threaten someone’s health or safety or impose and undue hardship. KENMOVER will grant the accommodation. KENMOVER may also propose and, where appropriate select, an alternative accommodation that allows the employee to perform the essential functions of their position. Providing an employee with a reasonable accommodation does not excuse the employee from meeting the job requirements and performance standards in their position.
Genetic Nondiscrimination Policy
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual of family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to requests for medical information. ‘‘Genetic information,’’ as defined by GINA, includes and individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.
Open Door Policy
It is our sincere desire to provide an effective acceptable means for you to bring your problem or concerns about your work to the attention of Management or a Designated HR Personnel. Therefore if you have a problem or concern, please feel free to discuss your concern with your Manager or a Designated HR Personnel with whom you feel comfortable. If the problem is not resolved, you may contact any other Designated HR Personnel or Manager for further direction and assistance. We will try and resolve problems as early as possible.
KENMOVER Employment Philosophy
It has always been our policy to deal fairly and honestly with our employees and to respect and recognize each person as an individual. At KENMOVER every member of the management team is committed to our philosophy that effective leadership and dedication is the key to a productive and positive work environment. Your managers are always available to discuss any suggestions, problems or criticism. By communicating with your managers you can best resolve any concerns that may arise.
Introductory Period
All employees are considered ‘‘in training’’ and are in an introductory period during the first 90 days of employment. This period provides both the employee and KENMOVER an opportunity to determine if the employee is qualified for and suited for the work to be performed. This period may be extended at the discretion of KENMOVER. At the end of the introductory period, your performance will be reviewed. Nothing in this policy alters the at-will employment relationship or policy.
Pride
Take pride in your work. We expected excellence in everything you do. There is a feeling of satisfaction in knowing you have put forward your best effort.
Outside Employment
Employees are required to inform KENMOVER before accepting any employment or consulting relationship with another person or entity. While KENMOVER does not prohibits outside employment, employees should not accept outside work which creates a conflict with his or her duties at KENMOVER.
Standard of Conduct
KENMOVER has set a high standard of behavior, which it has a right to expect from its employees, We urge you to assume full responsibility for professional image, quality service and reputation in the community. Be uncompromising in you honesty and integrity, and always make sure you personal conduct is the very best it can be. Employees are expected to accept certain responsibilities, adhere to accepted business and professional principles, and exhibit a high degree of personal integrity at all times.
Remember, customers judge KENMOVER its employees conduct, honesty, hospitality, enthusiasm and pride. A moment of carelessness or discourteous behavior may break down the good will that we have building for years.
You are expected to:
1. Stay Informed – Obey all laws and follow all policies and procedures. Keep informed of policy/procedural changes and new laws which may affect your area responsibility.
2. Be Professional – You should strive to be friendly, courteous, and respectful to all customers. Provide a quality service and feel good about a job well done.
3. Resolve Issue Quickly – Avoid arguments, calmly work towards a quick resolution of any customer, co-worker, employee or vendor concerns, frustration or anger. If you cannot resolve the issue during the first conversation, direct the customer to customer service and the co-worker, employee or vendor to a designated Human Resource Representative listed above. In addition, inform your Manager or a Human Resource Representative of the situation immediately if not resolved.
4. Watch Your Language – Profanity, obscene gestures, telling dirty jokes, and other offensive behaviors are not permitted at KENMOVER locations, or around co-workers or customers.
5. Truth – KENMOVER is committed to honest and truthful representations. Any Employee who misrepresents any information to a customer, Manager or Human Resource Representative will be subject to discipline up to and include termination.
Prohibited Conduct
There are certain expectations of conduct that all employees must know and follow. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following are examples:
Poor customer service or other behaviors resulting in customer complains;
Being late to work, missing work, or leaving early without prior approval and/or where the time is not excused or protected;
Misappropriation or unauthorized removal of possession of KENMOVER or customer property;
Falsification of timekeeping records or other employment- related document;
Working under the influence of alcohol or illegal drugs;
Possession, distribution, manufacture, purchase, sale, attempted sale, transfer or use of alcohol or illegal drugs in the workplace, in KENMOVER vehicles, while performing Company business or while at a customer location;
Refusal of non-exempt employees to work overtime;
Fighting or threatening violence in the work place;
Negligence or improper conduct leading to damage of company or customer property;
Insubordination;
Sleeping or loafing on the job;
Violation of safety or health rules;
Violation of applicable federal, state or local laws;
Violation of no smoking policy;
Violation of EEO/Non-Harassment policies;
Violation of any other Company policy.
Drug and Alcohol Free Workplace
KENMOVER has a drug and alcohol free workplace policy. The terms of this policy and drug and alcohol testing will be described in a separate policy document. All employees must agree to the term of the policy applicable to their jobs and sign an acknowledgement confirming that they will comply with the policy. At all times KENMOVER will comply with applicable federal, state and local laws related to drug testing.
The protection of confidential business and customer information is vital to the interests and success of KENMOVER. Such confidential information includes but is not limited to the following examples:
Customer information
Customer lists
Financial/Payroll information (not an individual’s own compensation/benefits)
Marketing strategies
Any and all company specific computer programming information
Other trade secret and proprietary information
Confidential information may be exchanged among Company employees on a need to know basis in connection with their job duties at KENMOVER. If an employee has any uncertainty as to whether someone is authorized to receive confidential information, the employee should contact their manager or a designated Human Resources Representative to discuss the matter before any such disclosure is made.
Confidential information may not be e-mailed to personal e-mail address or copied to any computer, smart phone, or other electronic data storage device which is not owned by KENMOVER. All confidential information must be returned to KENMOVER upon separation from employment and all computers, smart phones, and electronic data storage devices containing this information must be tendered to KENMOVER for removal of the information.
Electronic Communications Policy
KENMOVER has established systems that are Internet-connected and will use the Internet to facilitate customer service and otherwise contribute broadly to the mission of the Company. This Electronic Communications Policy (‘‘ECP’’) applies to all Users, wherever they may be located and regardless of whether they are accessing the Information System through a computer or other device (such as, PDAs, telephones, smartphones, televisions, or any other device used to access the Information Systems) that is provided by KENMOVER or personally owned by the User of any other individual or entity.
Information Systems. For purposes of this ECP, the term ‘‘Information Systems’’ or ‘‘Information and Communications System’’ refers to all of the Company’s electronic networks, electronic devices, computer equipment and hardware, electronic communications, telecommunication networks, and telecommunications equipment that may be connected to such networks, equipment, systems or devices by other (however structured, including wireless), including, without limitation, servers, computers, software, software accessories, documentation supporting any electronic communications, stored data and files, storage devices (including flash or thumb drives), laptops, handheld computers, PDAs, iPads, tablets, mobile messaging and other telephones, voicemail systems, web pages, Internet, and any data and information contained or processed by such systems or equipment.
Permissible Uses of Information Systems, In General. The Information Systems were created and are maintained to facilitate the Company’s business, which includes servicing customers. Since the Information Systems are intended primarily for business, Users must use the Information Systems, including e-mail and access to the Internet, consistent with all other applicable Company policies and legal requirements. All uses of the Information Systems must be in compliance with all software license, copyrights, and all other state, federal, and international laws, including those governing intellectual property and online activities.
Impermissible Uses of the Information Systems. Unless permitted by KENMOVER or required by applicable law, the Information Systems may not be used in ways that would violate law or Company policy. The following are examples of ways the Information Systems may not be used and activities that may not be performed using the Information Systems:
• To access, store, print, download, transmit or communicate material that is fraudulent, harassing, sexually explicit, profane, obscene, intimidating or otherwise unlawful, or prohibited by the
Company’s Non-Discrimination and Anti-Harassment Policies, or any other Company policy. This includes sending such material by way of e-mail, text message or other form of electronic
communication, or displaying such material;
• To disseminate or store commercial or personal advertisements or solicitations such as fund-raisers, political or religious activities;
• To transmit or post any material in violation of federal, state or other privacy laws:
• To conduct Company business through personal e-mail accounts issued by public e-mail providers such as Google, YAHOO, AOL, etc. All Company business must be conducted through Company provided email:
• To download or use encryption software without first obtaining permission from the Company;
• To duplicate or use copyrighted materials (including programs, software, files information, archives, pictures, articles, etc.) without appropriate permission or authority;
• To acquire, possess, trade, or use hardware/software tools on the Information Systems that could be employed to evaluate or compromise system vulnerabilities, without first obtaining written permission from the Company;
• To ‘‘hack’ or break into any computer, database or network or engage in ‘‘snooping’’ or ‘‘pretexting’’ or to intentionally introduce any computer virus, worm, lock-out or disabling device, or otherwise engaging in purposeful conduct to adversely affect the Information Systems or any other system;
• To engage in activities designed to derive personal commercial gain;
• While representing yourself as being someone else (e.g, sending electronic mail so that it appears to have come from someone else);
• To send, forward, redistribute or reply to ‘‘chain’’ letter;
• To interfere with normal business functions in any way;
• To conduct unauthorized fundraising of any kind;
• To engage in excessive personal use or otherwise use the Information Systems so as to waste or unfairly monopolize resources to the exclusion of others; or
• To download for business or personal use (except as specifically authorized by the Company) any software, including without limitation file-sharing (‘‘per-to-peer’’) software (such a LimeWire, BitTorrent or others) or any form of computer programs, utilities, music, videos, screensavers or executable files.
Impermissible Websites. The following are examples of Web site categories that may not be accessed via the Information Systems:
• Sexually explicit adult material (adult content, nudity, sex)
• Gambling
• Illegal web sites
• Information technology related to hacking, proxy avoidance, pretexting, snooping, and/or URL translation
• Militancy or extremist
• Racism or hate
• Violence
• Weapons
Monitoring. KENMOVER has significant business interest for regulating usage of its Information Systems and monitoring Users, communication on the Information System. Including but not limited to for the purpose of protecting the Company’s assets, protecting Users and customers, and ensuring compliance with applicable laws and Company policies.
At all times, KENMOVER has the right to access, monitor, and record Information Systems usage, activity and information. Although limited personal use that does not violate any Company policy or otherwise interfere with job duties is not prohibited in all cases, Users should not expected that such use entitles them to any expectation of privacy in anything that they access, view, create, store, transmit or receive on or through the Information Systems, including any personal messages. This includes personal messages sent or received from personal email or similar accounts, such as Yahoo and Google web-based email accounts which may remain, be accessed, or be viewed on the Information Systems and may be retrieved and monitored by the Company.
KENMOVER assumes no liability for loss, damage, destruction, alteration, disclosure or misuse of any personal data or communications transmitted over or stored on the Information Systems. KENMOVER accepts no responsibility or liability for the loss or no-delivery of any personal electronic mail or voicemail communications or any personal data stored on the Information Systems. KENMOVER strongly discourages employee from storing any personal data on the Information Systems.
Company Email. KENMOVER does not allow forwarding messages from Company emails to personal email accounts or otherwise outside of the Company’s Information Systems. Of course, forwarding emails to clients, business partners and others, as necessary and appropriate to carry out User’s assigned job responsibilities are permitted. Consistent with this policy, KENMOVER email address assigned to a User is primarily for business. Distribution of a User’s email address should be done with discretion. User’s Company email address should not be used to register for personal email subscriptions, fantasy sports teams, or other similar publications or notifications. Distribution of User’s Company email address for personal banking , mortgages, billing notifications and other services in discouraged. The sharing of Company email address makes KENMOVER susceptible for phishing attempts, spam and other security breaches.
Company email and its content is the sole property of KENMOVER and an employee has no right to this content after his or her employments ends.
Safeguards/Security. KENMOVER maintains a range of policies and procedures designed to safeguard information that is maintained on the Information Systems, including customer and employee information. Without limiting those policies and procedures which are incorporated herein by reference, below are some best practices Users should be following to help ensure the security of the information on the Information Systems;
Unattended Equipment and Laptop Computer. User must protect unattended equipment from unauthorized access. For example, workstations should be locked when unattended and active login sessions should be terminated when completed. All laptop computers must be stored in a secure place. Computers and computer equipment may not be taken from the premises without approval of the Privacy Officer.
Accessing Other User’s Files. Absent express authorization by the author (as permitted under Company policy) or by the Company, User may not access, alter or copy any information, data or materials created by another User that is not made generally available on the Information Systems.
Personal Home Computers and Other Devices. Except as otherwise permitted by the Company, Users should not use their personal home computer or other non-Company portable device (such as, PDAs, telephones, smartphones, flash drives, external hard drives, or any other similar device) to store, retain or archive Company records or documents. Any such records or documents residing on such a device shall at all times remain Company property and must be returned to KENMOVER or discarded in accordance with Company policy. In addition, in order to connect to the Information Systems using such equipment such as over high-speed home connections (i.e. DSL lines, Cable Modems, etc.), a Company-approved VPN solution must be utilized.
Accessing Other Computers and Networks. A User’s ability to connect to other computer systems through KENMOVER network or by a modem (including wirelessly) does not imply a right to connect to those systems or to make use of those systems unless specifically authorized by KENMOVER and/or the owners of those systems. Users entrusted with access to the Computer network through laptops using VPN must prohibit use of the Information Systems by anyone other than the User, including family members.
Virus Detection. Viruses can cause substantial damage to computer systems. Users must make reasonable precautions to ensure that they do not introduce or propagate viruses on or through the Information Systems. The Company’s Internet connection uses a firewall and proxy protection system designed to protect the Company’s internal network. These facilities may block or prevent certain Internet activities, such as unauthorized access. All incoming Internet e-mail, including attachment, will be scanned for viruses. However, new computer virus strains are routinely being created and may penetrate virus-scanning procedures currently in place. Therefore, Users should avoid opening suspicious e-mails from unknown sources.
If a User becomes aware of a virus infection or any other security violation (whether internally or for external source), he or she should immediately contact the KENMOVER IT Department.
Uses of Passwords/Access. Users are allowed to access the Information Systems using their unique username and password. Passwords must be developed in accordance with the requirements established by IT and safeguarded by each User. Users should not share their username and password with anyone other than KENMOVER IT. In the event there is a pressing need to share one’s username and password, the users must use extreme caution in allowing anyone, including administrative assistants, to access the Information Systems using the User’s unique username and password, such as to access the User’s e-mail, or electronic records.
Discipline. Any violation of this ECP by a User may result in KENMOVER limiting or terminating User’s privileges concerning the Information System. termination of User’s business relationship with the Company, and/or potential legal action against the User. If the User is an employee, any violation of this ECP also may result in disciplinary action, up to and including termination of employment, in addition to the steps noted in the prior sentence.
At the Company, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.
In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or chat room, whether or not associated or affiliated with the Company, as well as any other form o electronic communication.
The same Company principles and guideline that apply to your off-line activities apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects customers, vendors or suppliers may result in disciplinary action up to the including termination.
Careful read these guidelines, the Company’s policies or Use of Electronic Resources, Confidential Information and the Company’s policy prohibiting unlawful discrimination or harassment, and ensure your postings are consistent with these policies. Postings that include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.
Always be fair and courteous to customers, vendors and suppliers. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your co-workers or by utilizing our Opening Door Issues Resolution Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage co-workers, customers, vendors, suppliers or members of the public or that might constitute harassment or bullying. Examples of such conducts might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by federal, state and local law or Company policy.
Always strive to be honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore , even deleted postings, can be searched. Never post any information or rumors that you know to be false about the Company, fellow associates customers, vendors, suppliers or members of the public.
Maintain the confidentiality of Confidential Information, as that term is described elsewhere in this Handbook, and do not disclose non-public customer, vendor or supplier information. Do not create a link from your blog, website or other social networking site to a Company website without identifying yourself as a Company employee.
Never represent yourself as a spokesperson for the Company. If KENMOVER is subject of the content you are creating, be clear and open about the fact that you are an employee and make it clear that your views do not represent those of the Company, fellow associates, members, clients, suppliers or people working on behalf of the Company. If you do publish a blog or post online related to the work you do or subjects associated with the Company, make it clear that you are not speaking on behalf of the Company. It is best to include a disclaimer such as ‘‘The postings on this site are my own and do not necessarily reflect the view of the Company.
Refrain from using social media while on working time unless it is work-related as authorized by your manager. Do not use KENMOVER email addresses to register on social networks, blog or other online tools utilize for personal use.
Employees should not speak to the media on the Company’s behalf. If asked to do so, employees should respond by saying; I am not authorized to speak on behalf of the Company. Let me have a Company Representative contact you.’’
If you have questions or need further guidance, please contact your Human Resources Representative.
As with all Company policies, nothing in this policy is intended to interfere with, nor does it prohibit any employee rights under the National Labor Relations. Act, including an employee’s right to discuss the terms and / or conditions of employment, wages, hours, mutual aid, or working conditions. Nor should this policy e interpreted or applied so as to Interfere with employee rights to self-organize, form, join, or assist labor organizations, to bargain collectively through representatives of their choosing, or to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, or to refrain from engaging in such activities.
KENMOVER has a Video and Electronic Monitoring Policy pursuant to which cameras with video and audio recording capability are located within all workspace within each operating facility. Such cameras may record or monitor employee activities while on KENMOVER property. Understand that the video and audio recording from these cameras may be reviewed and used by KENMOVER without restriction for business or other lawful purposes. In addition, video with audio recordings may be made at work sites for training and quality control purposes.
Additionally, Company phone calls for business purposes and/or with customers may be recorded and shared for training purposes. Employees have no expectation of privacy in their use of Company phones and communication systems.
Workplace Violence
KENMOVER strives to maintain a workplace free of violence and to maintain a safe work environment. We will not tolerate conduct that is perceived as threatening or harmful.
In keeping with this commitment, we have established a strict policy that prohibits any employee from threatening violence or committing any act of violence in the workplace, whether on duty or not, while on Company-related business, or while operating any vehicle or equipment owned or leased by the Company. Weapons of any kind are prohibited at all times, including on Company property or while performing Company business. This policy applies to all employees, including managers, supervisors, and non supervisory employees.
Employees must report any verbal or written threats of violence or actual violence immediately to a supervisor or Human Resource. When reporting any incidents please be as detailed as possible.
• We will promptly investigate any reports. We will endeavor to protect the confidentiality of any persons making the report to the extent practicable
• Any employee who is found responsible for acts of violence and/or threats will be subject to disciplinary action up to an including termination.
Conflict of Interest
As an Employee, you must avoid any activities or personal business pursuits, which might result in conflict between your personal interest and your employment at KENMOVER. In addition, you should not engage in participate in or create any business pursuit which competes with activities, products and/or services offered by KENMOVER. It is prohibited to solicits business for personal gain while at work. This would include accepting payment for moving or storage services outside of you employment with KENMOVER. If you are in doubt whether or not your activity or personal business pursuits conflict with your employment or compete with KENMOVER, check with your Manager or a Designated HR Personnel.
Employee Personal Relationships
It is the goal of KENMOVER to hire and promote the most qualified and skilled people possible. KENMOVER recognizes, however, that it is not unusual for employees to recommend their friends for positions. In addition, it is not uncommon for employees to meet one another at work and enter into personal relationships. KENMOVER believes in the importance of friendship and relationships, However, there are some circumstances where it is inappropriate for those in personal relationships with one another to be working together. KENMOVER policy restricts such working relationships.
The term “personal relationship” includes employees who are romantically or sexually involved. If two employees who have a direct or indirect supervisory relationship at work become involved in a personal relationship, the employees must bring it to the attention of Human Resources Representative. If KENMOVER determines that it is not appropriate for employees involved in a personal relationship while remaining in their positions due to an actual or potential conflicts of interest, efforts will be made to transfer one employee, subject to existing business considerations. Where a transfer is not possible, is refused, or is not within the nests of KENMOVER necessary steps will be taken, up to and including discharge. Prior to discharging any employee. KENMOVER will offer the employee the opportunity to voluntarily resign from his or her employment.
Training
Training is an ongoing requirement. You must complete all training requirements and document such compliance. From time to time you may be asked to validate your ability and knowledge to manage such situations that may arise in the ordinary course of performing your job duties. When your manager believes further training is required you must perform such additional training.
Employees who are provided uniforms must wear them at all times while at work. Attire must be appropriate to the job function. The following are not acceptable in supporting a professional business image: tank tops, flip-flops, tights, leggings, oversize or undersize clothing, clothing with competitive branding and facial jewelry.
Smoking
KENMOVER is a smoke-free work environment; therefore, no smoking is permitted in any KENMOVER building, vehicle, or storage facility. Smoking is also prohibited while working around customers or in customer’s homes.
Kenmover and Customer Property
In light of the significant amount of trust KENMOVER customers place in our employees who come into their homes and move their property. KENMOVER must be able to conduct searches in the workplace. In addition to their being no expectation of privacy with respect to KENMOVER Information Systems as define in KENMOVER’ Electronic Communications Policy, employees should not bring unnecessary personal or private information or property into KENMOVER vehicles or facilities. KENMOVER reserves the right to conduct searches of KENMOVER facilities, vehicles, and property, including but not limited to desks, files, files cabinets, computers, computer files as well as KENMOVER property in your possession, in accordance with applicable law. Searches of KENMOVER facilities, vehicles, and property can be conducted at any time and do not have to be occasioned by a reason to believe that a policy is being violated.
Any KENMOVER information or property that is given to an employee must be returned to KENMOVER upon resignation or termination of employment in its original condition. KENMOVER will deduct the amount of any items that are not returned or returned in damaged / unacceptable condition from the employee’s last paycheck if permitted by federal, state, and local law. KENMOVER may also take all action necessary to recover or protect its property.
Respect the property of KENMOVER and of your fellow employees and our customers. Do not use the KENMOVER name or letterhead for anything other than official KENMOVER business. This includes posting photos of KENMOVER trucks, KENMOVER employees, or anything containing the KENMOVER name or logos on social media.
Unauthorized use of KENMOVER property (including its letterhead) or the belongings of other will not be tolerated.
Personal Belongings
To protect KENMOVER and staff from property theft, and to enforce KENMOVER policies prohibiting other misconduct including the possession of drugs, alcohol, weapons and stolen property (e.g. clothing, packages, purses, brief cases, lunch boxes, or other containers brought onto KENMOVER property) when there is reason to believe that a policy is being violated.
KENMOVER will not be responsible or liable for your personal property. The responsibility for safeguarding replacing or repairing personal property that may be lost, stolen or damaged while on KENMOVER property is yours. Consequently, we encourage you not to bring personal property to work.
Punctuality and Attendance
KENMOVER expects all employees to report to work on a reliable and punctual basis. Absenteeism, early departures from work without permission, and late arrivals burden fellow employees and the Company. If an employee cannot avoid being late to work or is unable to work as schedules, he/she should call his/her supervisor as far in advance as possible (ideally, at least two (2) hours in advance). An employee is responsible for speaking directly with his or her supervisor about any absence. It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies. In the case of leaving a voice-mail message, a follow-up call must be made later that day.
Excessive unexcused absenteeism may lead to corrective action, up to and including termination of employment. Suspicious or continuing patterns unexcused of absences, early departures, or tardiness, regardless of the exact number of days, may warrant disciplinary action.
Employees who are absent due to illness for three (3) business days or longer may be required to present certification from a medical provider to Human resources, to the extent allowed by applicable law. If an employee fails to report for work for three (3) business days or longer without any notification to his/her supervisor, he/she will be considered to have abandoned his/her employment. Employees may be required to obtain a fir for duty release from one of the Company’s Health and Medical Services providers or an employee’s own physician when KENMOVER determines the need for such, regardless of the length of absence, to the extent allowed by applicable law. Individuals with disabilities will be granted reasonable accommodations in complying with these policies, unless doing so creates an undue hardship for the Company. Regular attendance and promptness are generally considered part of each employee’s essential job functions.
This policy does not apply to absences or tardiness covered under other sections of this Handbook or otherwise protected by applicable law.
Punctuality and Attendance
KENMOVER expects all employees to report to work on a reliable and punctual basis. Absenteeism, early departures from work without permission, and late arrivals burden fellow employees and the Company. If an employee cannot avoid being late to work or is unable to work as schedules, he/she should call his/her supervisor as far in advance as possible (ideally, at least two (2) hours in advance). An employee is responsible for speaking directly with his or her supervisor about any absence. It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies. In the case of leaving a voice-mail message, a follow-up call must be made later that day.
Excessive unexcused absenteeism may lead to corrective action, up to and including termination of employment. Suspicious or continuing patterns unexcused of absences, early departures, or tardiness, regardless of the exact number of days, may warrant disciplinary action.
Employees who are absent due to illness for three (3) business days or longer may be required to present certification from a medical provider to Human resources, to the extent allowed by applicable law. If an employee fails to report for work for three (3) business days or longer without any notification to his/her supervisor, he/she will be considered to have abandoned his/her employment. Employees may be required to obtain a fir for duty release from one of the Company’s Health and Medical Services providers or an employee’s own physician when KENMOVER determines the need for such, regardless of the length of absence, to the extent allowed by applicable law. Individuals with disabilities will be granted reasonable accommodations in complying with these policies, unless doing so creates an undue hardship for the Company. Regular attendance and promptness are generally considered part of each employee’s essential job functions.
This policy does not apply to absences or tardiness covered under other sections of this Handbook or otherwise protected by applicable law.
Employment of Relatives
KENMOVER permits the employment of relatives or family members, provided they do not have direct or indirect reporting or supervisory responsibilities or financial or audit oversight or control over one another. For purposes of this policy, a “relative” or “family member” is a spouse, child, parent, sibling, grandparent, grandchild. Aunt, uncle, cousin, corresponding in-law or “step” relation and individuals residing in the same household.
If employees find themselves in a position in which one may be in a supervisory, reporting, or oversight role over an employee who is a relative or family member, each employee must immediately disclose the relationship to their manager or Human Resources Representative. KENMOVER will attempts to find an accommodation and will consider the preferences of the employees in resolving the situation. Each case, however, will be evaluated individually and the final resolution will be at management discretion.
Report of Injury
All work related injuries or illness must be reported immediately to the KENMOVER Risk Management Department at (682) 221 – 8589. This is important because a written accident report needs to be completed and to obtain the necessary medical treatment if needed. This is also important so KENMOVER can address any safety issues to avoid injuries in the future. All injuries, regardless of whether treatment is necessary, must be reported.
If you have been excused from work as a result of an injury or illness, you must keep your Manager or the Risk Management Department updated on your status and when you will be able to return to work. Failure to do so could lead to disciplinary action.
Family and Medical Leave (“FMLA”) Policy
Pursuant to the Family and Medical Leave Act (“FMLA”), employees may take an unpaid family or medical leave of absence (“Family / Medical Leave”) of up to 12 weeks in a 12-month period. The 12 month period is measured backward from the date you take any FMLA leave. Eligible employees may take up to twenty-six (26) weeks of FMLA leave in a single 12-month period to care for an injured Service member, as described below.
Any leave taken pursuant to this policy, other Company policies, or law which qualifies as leave under the FMLA will be counted against the employee’s available leave under the applicable Company policy(s) and law, as well as the available leave under the FMLA, to the extent permitted by applicable law.
Eligibility
To be eligible for a Family/Medical Leave, you must: (1) have worked for KENMOVER for at least 12 months, (2) have worked at least 1,250 hours during the 12 months before the leave is to begin, and (3) work at a location with at least 50 employees within 75miles of your worksite. “Hours worked” means actual hours worked and generally does not include paid or unpaid time off.
KENMOVER may provide Family/Medical Leave to employees who work at a location with less than 50 employees within 75miles, provided they meet the other leave eligibility requirements, even though they are not eligible for leave under the FMLA, based upon the needs of the Company.
Reasons for Leave
If eligible, you may take Family/Medical Leave for any of the following reasons:
• Birth/Placement. The birth of your child, or the placement of a child with you for adoption or foster care.
• Family Care. To care for your spouse, child, parent with a serious health condition.
• Employee Medical. Because of your own serious health condition, which make you unable to perform one or more essential functions of your job.
• Qualifying Exigency. Because of any qualifying exigency as defined in the FMLA final regulations, arising out of the fact that your spouse, parent, or child is on covered active duty or has been notified of an impending call or order to covered active duty in the Armed Forces in a foreign country. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, attending post-deployment reintegration briefings, and other activities associated with the family member’s call or order to service. Contact Human Resources for additional information regarding what constitutes a qualifying exigency.
• Injured Servicemember. To care for our parent, child, spouse or individual for whom you are next of kin, who is either (1) a current member of the Armed Forces (including the National Guard or Reserves) and who is undergoing medical treatment, recuperation, or serious illness or injury incurred in the line of activity duty (or aggravated by service in the line of active duty) that may render the military member medically unfit to perform the duties of the member’s office, grade, rank or rating; or (2) a veteran who was a member of the Armed Forces (including the National Guard or Reserves) at any time during the five years preceding the date the veteran undergoes treatment, recuperation, or therapy, and who is undergoing medical treatment, recuperation, or therapy for a serious illness or injury incurred in the line of active duty (or aggravated by service in the line of active duty). To be considered “next of kin,” you must be the nearest blood relative of the injured servicemember (other than the individual’s parent, spouse or child). Such leave may be taken for up to 26 weeks in a single 12-month period, which period begins on the first day you take leave for this purpose and ends 12 months after that date. An eligible employee who takes Injured Servicemember Leave may not take more than a combined total of 26 weeks of FMLA Leave in a single 12-month period, including any leave taken for other FMLA-covered reasons. Under such circumstances, only a total of 12 weeks of FMLA Leave in a 12-month period may be taken for reasons other than to care of an Injured Servicemember.
The basic minimum duration of Birth/Placement Leave is two weeks, except on two occasions you may request such a leave of less than two weeks’ duration, and you must conclude the leave within one year following the child’s birth or placement.
Notice Of Leave
If the need for leave (other than Qualifying Exigency Leave) is foreseeable, you must give KENMOVER at least thirty (30) days prior notice, if possible, or as much notice as practicable under the circumstances. For unforeseeable leaves and Qualifying Exigency Leaves, you are expected to notify KENMOVER as soon as practicable. Failure to provide such notice may be grounds for delaying or denying the leave and may result in adverse consequences. In addition, you should comply with Company’s usual call in procedures, absent unusual circumstances.
You should submit a Family and Medical Leave Act (FMLA) request Form, which includes the anticipated date(s) and duration of the requested leave.
Medical Certificate for Employee Medical and Family Care Leaves
If you are requesting Employee Medical or Family Care Leave, then you and the appropriate health care provider must supply medical certification supporting the need for leave. If the need for leave is foreseeable, the medical certification should be provided to KENMOVER before the leave begins. If the need for leave is not foreseeable, then the medical certification must be provided within (15) days after it is requested, or as soon as reasonably possible under the circumstances. Failure to provide is requested certification in a timely manner may result in denial or delay of leave or other adverse consequences. KENMOVER also may require medical recertification periodically during the leave and may ask for clarification and authentication of any medical certification submitted. Certification forms are available from the Human Resources Department.
For Employee Medical Leaves, at its own expense, KENMOVER may require a second medical opinion, and if the first and second opinions differ, may request a third medical opinion. If a third opinion is requested, you and KENMOVER will jointly approve of the health care provider and the third opinion will be binding.
Certification for Injured Servicemember and Qualifying Exigency Leaves
If you are requesting Qualifying Exigency or Injured Servicemember Leave, you must provide certification of your need for leave. Such certification must be provided to Human Resources within 15 calendar days after it is requested. Certification forms are available from the Human Resources Department.
Reporting Your Status While On Leave
During a Family/Medical Leave, you are required to contact the Human Resources Department periodically to report on your status and intention to return to work. While on leave, you are required to make contact at least once (1) every thirty (30) days. Contact includes verbal communication with the Human Resources Representative, or written correspondences sent to the Human resources Department. Contact will also be accepted in the form of a doctor’s certification or note on the status of the medical condition.
Leave Is Unpaid /Substitution of Accrued Paid Leave
Family/Medical Leave generally is unpaid leave. However, KENMOVER requires the substitutions of any available paid leave for any unpaid period of leave to the fullest extent allowed by applicable law.
In addition, you may be eligible for AMS benefits, state disability, workers’ compensation, or paid Family Leave (PFL) insurance benefits through your state during all or part of the 12-week leave period.
If you are receiving disability, workers’ compensation, or PFL benefits during your Family/Medical Leave, then you may elect to use vacation, although you generally may not receive more than an amount equal to 100% of your salary from a combination of paid time and disability, workers’ compensation, or PFL benefits. The receipt of disability, PFL, or workers’ compensation benefits or the substitution of paid leave for unpaid leave time does not extend the maximum Family/Medical Leave period. If you are receiving disability, Workers’ compensation, or PFL benefits during your Family/medical Leave, then you may elect to use a vacation, although you generally may not receive more than an amount equal 100% of your salary from a combination of paid time and disability, workers’ compensation, or PFL benefits. The receipt of disability, PFL, or workers’ compensation benefits or the substitution of paid leave for unpaid leave time does not extent the maximum Family/Medical Leave period.
Medical And other Benefits
During an approved Family/Medical Leave, KENMOVER will maintain your group health benefits as if you had continue to be actively employed, up to a total of 12weeks in a 12 months period(up to 26 weeks for injure Servicemember Leave ). If you take more than 12 weeks (26 weeks for injured Servicemember Leave) of approve family/Medical in a 12 month period, then you may elect to continue coverage at your sole expense for the remainder of the Family/Medical Leave. If paid is substitute for unpaid Family/Medical Leave, KENMOVER will deduct your portion if the premium as regular payroll deduction. If the leave is unpaid, you must pay your portion of the premium during the leave. Group health care coverage may cease for the remainder of the leave if the premium during the leave. Group health care coverage may cease for the remainder of the leave if the premium payment is more than 30 days late. If you do not return to work at the end of the leave period, you may be required to reimburse KENMOVER for the cost of the premiums paid by KENMOVER for maintaining coverage during unpaid leave, unless you cannot return to work because of a serious health condition (or serious illness or injury of a covered Servicemember) or other circumstances beyond your control. During Family/Medical Leave, you will not accrue vacation other than during periods in which you are using vacation.
Intermittent And Reduced Schedule Leave
Employee Medical, Family Care, and injured Service member Leaves may be taken intermittently (in separate blocks of time due to a single covered condition) or on a reduced leave schedule (reducing the usual member of hours an employee workweek or workday) if medically necessary. You are required to make a reasonable effort to schedule medical treatment so as not to unduly disrupt company operations, subject to the appropriate health care provider’s approval. In additional, if you are taking intermittent or reduce schedule leave that is foreseeable based on planned medical treatment, KENMOVER may temporarily transfer you to an available alternative position with equivalent pay and benefits, which better accommodates the recurring leave. If you are certified to take Family/Medical Leave on an intermittent or reduced leave schedule basis, you must advice KENMOVER at the time of the absence if the absence is for your certified Family/Medical Leave reason. Qualifying Exigency Leave also may be taken intermittently or on a reduced schedule. Birth/Placement Leave cannot be taken on a reduced leave schedule without the company’s consent, and as discussed above, there also are restrictions on taking it intermittently.
Returning From Leave
Generally, upon return from Family/Medical Leave, you will be reinstated to the same position or to an equivalent position with equivalent pay, and other employment terms, subject to any applicable exceptions. In addition, you have no greater rights to reinstatement or to other benefits and conditions of employment than if you had not taken the Family/Medical Leave.
As a condition of returning to work following employee Medical Leave, you will be required to provide health care provider certification verifying your ability to return to work. Employees failing to provide a release to return to work when require to do so will not be permitted to resume work until is provided.
Legal Compliance
This policy will be interpreted and applied in accordance with applicable federal, state and local laws, and to the extent that this policy may conflict with those laws, they are controlling over this policy. Further, KENMOVER retains all available rights defenses under applicable law, whether or not specifically set forth in this policy.
Additional Information
Additional information regarding the FMLA is contained in the department of labor(WH1420) publication. Additional information about Family/Medical Leave, including forms, also is available from your Human Resources Representative.
Lactation Accommodation
KENMOVER provides a supportive environment to enable breastfeeding employees to express their breast milk during hours. KENMOVER a reasonable amount of break time accommodate an employee desiring to express breast milk for the employee’s infant child. The break time, if possible, must run concurrently with rest and meal periods already provided to the employee. If the break time cannot run concurrently with rest and meals period already provided to the employee, break time will be unpaid. Where unpaid breaks or additional time are required, the employee will work with their supervisor regarding scheduling.
KENMOVER will make reasonable efforts to provide employees with the use of a room or private location near the employees’ work location, other than a toilet stall, for the employee to express milk. This location may be the employee’s private office, if applicable. Employees should not discuss location with their supervisor, or any other member of management, or Human Resources representative the location to express their breast milk and for storage of expressed milk and to any other arrangements under this policy.
Military Leave of Absence
KENMOVER will comply with the Uniform services Employment and Reemployment Rights Act of 1994 (USERRA) and all applicable state laws regulating absence from work for military service. Military orders should be presented to your supervisor and arrangements for leave made as early as possible (generally at least two weeks) before your departure. You are required to give advance notice of your service obligations to KENMOVER (annual training plans) unless military necessity makes this impossible. You must notify your supervisor of your intent to return to employment based on the requirement of the law.
In addition to the federal protections included in the Company’s Employment Handbook, employees in California who serve in the military are entitled to the rights and protections set forth in the California Military and Veteran’s Code. Among other things, the code prohibits discrimination against members of the military or naval services of the state or the United States, and grant members of the National Guard or U.S. Reserve a temporary leave of absence while engage in military duty ordered for purposes of military training, drills, encampment, naval cruise, and special exercises or like activities. This leaves is not to exceed 17 calendar days annually.
Different issues may arise concerning employee rights during military leave. As military leave situations arise, employees should consult with their Human Resources Representative for current and complete details regarding their military leave rights.
Worker’s Compensation
You are covered under Workers’ Compensation state program, with the exception of the state indicated below, from your first day of employment at no cost to you.
Texas non-subscriber (opt-out) program:
KENMOVER does not have workers’ Compensation insurance coverage for the Texas locations. As an employee of a non-covered employer, You are not eligible to receive workers’ compensation benefits under the Texas workers’ compensation Act. However, as a non-covered (non-subscribing) employer KENMOVER provides other benefits under an ERISA program. This availability of other benefits for a work-related injury or occupational disease is summated under the benefit Schedule, Summary Plan Description (including the Notice of privacy Practice), Mutual Agreement to Arbitrate provided upon onboarding. In addition, you may have rights under the common law of Texas should you have an on the job injury or occupational disease. Your employer is required to provide you with coverage information, in writing, when you are hired or whenever the employer becomes, or ceases to be, covered by workers’ compensation insurance.
Ohio (monopolistic state), Texas locations; Austin, Austin North, Austin South, San Antonio, San Antonio South, El Paso, Corpus Christi, McKinney , The Woodlands/Houston North, Dallas LLC), Houston, Fort Worth, Denton, Houston South/League City.
You must report all accidents, injuries and illness, no matter how minor, to your immediate supervisor or Human Resources, Failure to comply with this procedure could result in the delay or denial of benefits and other actions with applicable law.
Jury Duty
If you receive a summons for jury duty, take it immediately to your supervisor. While on jury duty, and where permitted by state law, and where permitted by state law, you are expected to work on any of your regularly scheduled workdays on which you are not required of jury duty. However, hourly paid employees do not have to work more than five days, including your days serving on the jury, in any one week. The salary of exempt employees will not be reduced for nay week in which they perform any work and also serve on a jury.
For up to two weeks, or as Otherwise required by state law, non-exempt employees will be paid the difference between compensation received for days of jury duty and regular pay/hours. A certificate of juror service will be required for processing.
Holidays
KENMOVER will issue a holiday schedule every year. Please review that schedule to understand what holidays are available to you. Please contact Human Resources with any questions.
Meal Periods
Employees will be provided the opportunity to make a meal break(s) in accordance with company policy and applicable federal and state law. Please consult your applicable state addendum to this handbook.
Rest Breaks
Employees are authorized and permitted to take 10-minute paid rest break for every four hours worked or as otherwise required by applicable law.
Whenever practicable, employees should take their breaks near the middle of each four-hour work period. Employees may not accumulate rest breaks or use rest breaks as a basis for starting work late, leaving work early, or extending a meal period. Employees also may not leave work premises during a rest break.
Overtime Pay, Non-Exempt Employees
When operating requirements or other needs cannot be met during regular working hours employees may
be scheduled to work overtime in accordance with legal requirements. All overtime must be approved in advance, in writing, by the employee’s supervisor. Employees who fail to work scheduled overtime without prior authorization, may result in disciplinary action up to including termination of employment.
All non-exempt employees will be paid a premium for overtime hours as follows:
One and one-half ties their regular rate of pay for all hours worked in excess of forty(40) in a workweek or as otherwise required by applicable law;
Overtime is based on actual hours worked. Paid time off for holidays, vacation, personal days, paid sick time and vacation does not count as “hours worked” for overtime purpose
Your Paycheck
Field employees will receive their paychecks on a weekly basis and the call center and Business Development on a biweekly basis (or more frequently if required by applicable state law).
If a regular payday falls on a holiday, employees will be paid on the preceding workday. KENMOVER does not permit advance against paychecks or against unaccrued paid time off.
Reporting Time Worked
Employees who are paid hourly and employees who are eligible for overtime pay must accurately report all of their hours worked. Time records must accurately reflect all regular and overtime hours worked to include absences, late arrivals, early departures and meal breaks. You should review and verify that all time works was reported and that the totals are correct. Any missed entries should be reported to a supervisor immediately. Proper and consistent recording of time ensures proper and timely payment. Failure to record properly will result in disciplinary action up to and including termination of employment.
All overtime must be pre-approved by your supervisor. You may not start work early, finish work late, work during a meal break or perform any other extra or overtime work unless authorized to do so by your supervisor in writing. However, all time worked must be recorded. Employees are prohibited from performing any “off-the-clock” work. “off-the-clock” work means any work performed but not reported. Any employee who fails to report, or inaccurately reports, any hours worked will be subject to disciplinary action, up to and including discharge. Any manager or supervisor who authorizes “off-the-clock” work will be subject to disciplinary action, up to and including discharge.
It is a violation of the company’s policy for any employee to falsify time records to alter another employee’s time records. It is also a serious violation of company policy for any employee or manager to instruct another employee to incorrectly or falsely report hours worked, or alter another employee’s time record to under or over-report hours worked. Any request to (1) incorrectly or falsely under or over-report hours worked, or (2) alter time records should be reported immediately to a Human Resources Representative and another level management.
Please verify the accurately of every paycheck. Error may occur. Your manager or will make sure to correct such discrepancy, after validated, in your next scheduled paycheck. If you do not dispute the accurately of your paycheck after fifteen (15) days of receipt you are agreeing as to its accuracy.
Licensure
Employees are responsible for renewing their licenses when necessary to ensure that the license is kept current where required by job duties. An employee who fails to present or maintain a valid license as requested will not be allowed to work.
Operating Motor Vehicles
KENMOVER takes operating all motor vehicles seriously. Only Qualified drivers are allowed to operate KENMOVER vehicle or perform any KENMOVER duty which requires driving. All Drivers must also comply with KENMOVER Driver safety policy. Any employee who has not been properly qualified who operates an KENMOVER vehicle or performing KENMOVER task that requires driving, will be terminated. All drivers must comply with all city, country, state, and federal driving laws. No employee is permitted to drive a customers’ Vehicle at any time. Any employee who operates a customer’s vehicle will be terminated. In addition, any employee who allows the operation of KENMOVER vehicle by a Non-Qualified driver will be subject to disciplinary action, up to and including termination.
Employees approved as Qualified drivers must inform their Manager or a Designated HR personnel of all arrests, driving infractions, safety incidents, driving accidents, during accidents and any other circumstances whether on KENMOVER or personal time which may affect their status as a Qualified driver.
Passenger Rule
No customer or non KENMOVER employee is allowed to ride in any KENMOVER vehicle.
Cell Phone Usage
During work hours all employees need to limit their cell phone usage to KENMOVER business and/or personal emergency usage. Mobile devices may not be in any way while driving KENMOVER vehicle or driving for KENMOVER purposes or otherwise performing KENMOVER work. Employees are expected to follow all laws related to driving a vehicle.
Gifts
Employees are allowed to accept gifts from customers. However, solicitation of a gift from a customer is not permitted. Gifts from customers must be detailed in the bill of Lading and initialed by the customer. Employees must also report all gifts to their Manager or Human Resources Representative. Any tip or gift may be subject to taxation. KENMOVER will not be liable for any personal items left ate KENMOVER property. Such items will be subject to disposal, without notice, and the employee shall be responsible for all cost associated with such disposal.
Employees may not use KENMOVER vehicles for personal use which includes taking gifts home.Employees are not allowed to receive gifts from Vendors without prior written permission from a Human Resources Representative.
Non-Solicitation
In order to prevent interruptions of work and litter in our facility, the following rules apply to solicitation and distribution of literature on Company property.
Representative of outside organizations and other persons who are not employed by KENMOVER are prohibited from soliciting or disturbing literature on Company property at any time.
Employees are prohibited from soliciting for any purpose on working time.
Employees are prohibited from distributing literature for any purpose on working time or in working areas of the facility. Distribution of literature by employees in non-work areas during non-working time and solicitation by employees during non- working times in allowed.
“Working time” including the working time of both the employee who is soliciting or distributing literature and the employee to whom that activity is directed. This term does not include rest periods, lunch periods, or any other time during the workday when employees are properly not engage in performing actual job duties.
“Working areas” include areas where work is regularly performed on behalf of KENMOVER .This term does not include areas where work performed by employees is incidental and not integral to KENMOVER’S operations, such as a break room, locker area, or parking lots; or (b) any mixed-use area, where some work is performed but the area is also used for-work purposes.
This policy applies to solicitation and distribution for any purpose, including but not limited to charities, outside insurance, punch boards, raffle schemes, lottery tickets, sports pool, magazine clubs labor organizations, societies, lodges, and the like. This rule does not apply to material distributed as part of the employee’s job duties or materials that are related to company business.
Change Of Status
Employees provide basic information at time of hire in the on-boarding process. You must notify your Human Resources Representative when you have change in the following:
- Your name, address, or phone number.
- Your marital status and/or number of dependants.
- The person you notify in case of emergency.
- Your exemptions for tax withholding purposes.
- Any changes that would affect your qualification as an approved Driver or ability perform to your designated duties.
Voluntary Termination
If you decide to voluntarily leave your employment with the company, we ask that you provide your immediate supervisor with at least two weeks’ advance notice if possible, and submit your resignation I writing. This will ensure that will be at work will be considered the effective date of your resignation, unless otherwise specified by the company.
Return of Company Equipment
Upon hire, if you are provided company equipment, you will be required to sign a separate agreement related to your use of that equipment. You must return all company property and equipment (including, without limitation, keys, cell phones, computers, access cards, credits cards, thumb drives, and other storage devices) in good working condition on or before your last day of employment.
You must also return all documents (whether in paper, electronic, or other format, and all copies thereof) that you created or received in the course of your employment with KENMOVER including, without, any reports, contact lists referral source information, client information, or other Company business information. Upon registration, you will be asked to certify, in writing, that you have returned all such information. Failure to sign such certification may result in further action by KENMOVER to recoup any replacement costs and/or seek the return of company property through appropriate legal recourse
Salary Basis / Safe Harbor Policy
The Fair Labor Standard Act (FLSA) is a federal law which requires that most employees in the United States be paid at least the federal minimum wages for all hours worked and overtime pay at time and one half the regular rate of pay for all hours worked over 40 hours in a workweek.
However, section 13(a)(1) of the FLSA provide an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional or outside sales employees. Section 13(a)(1) and section 13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Some state law also provide for exemptions from both minimum wage and overtime pay, which have different requirements than the FLSA. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the Department’s regulations, as well as any applicable state law requirements.
Salary Basis Requirement
To qualify for exemption, employees generally must be paid at not less than $455 per week on a salary basis. These salary requirements do not apply to outside employees, teachers, and employees practicing law or medicines. Exempt computer employees may be paid at least $27.63 an hour. State law requirements may be higher. Being paid on a “salary basis” means an employee regularly received a predetermined amount of compensation each pay period on a weekly, or less frequent, basis. The predetermined amount cannot be reduced because of variation in the quality or quantity of the employee’s work. Subject to certain exceptions delineated by the United States Department of Labor, an exempt employee must receive the full salary for any workweek in which the employee performs any work, regardless of the number of days or hours worked. Exempt employee is not on a “salary basis.” If the employer makes deductions from an employee’s salary in a partial-day increment, the employee generally is not paid on a “salary basis.” If the employee is ready, willing and able to work, deduction may not be made for time when work is not available.
Company Policy
It is our policy to comply with the salary basis requirements of FLSA and state law. Therefore, we prohibit all company managers from making any improper deductions from the salaries of exempt employees. We want employees to be aware of this policy and that company does not allow deductions that violate the FLSA or state law.
What To do If An Improper Deduction Occurs
If you believe that an improper deduction has been made to your salary, you should immediately report this information to the Company’s Human Resources Representative.
Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made. KENMOVER does not tolerate any retaliation against those who make such reports.
Receipt & Acknowledgement
I have received the Employee Handbook Of KENMOVER, and I understand that it is my responsibility to read and comply with the policies contained in the handbook and any revisions made to it. The handbook describes some important information about the company, and I understand that this handbook replaces any previous manual and handbook, and to the extent inconsistence, any previous understanding, practice, policy, or representation concerning the subject matters addressed in this handbook. With the exception of the company’s policy of employment at will, the guidelines, benefits, and procedures outlined in this handbook may be changed or eliminated at any time, at the company’s sole discretion. I understand that it is my responsibility to retain a copy of the handbook, and to request a new copy if mine is lost or damaged. I also understand that it is my responsibility to return to KENMOVER at the end of my employment all property of KENMOVER that may be in my possession or within my control, including but not limited to keys and equipment.
I have entered into my employment relationship with KENMOVER voluntarily and acknowledge that there is no specified length of employment. I understand that my employment is at all, meaning that I may terminate my employment with the company6 with or without cause or notice, and that KENMOVER may terminate or change the terms of my employment, including but not limited to demotion, promotion, transfer, compensation, benefits, duties, and location of work, with or without cause or notice. I understand that only the CEO of KENMOVER has the authority to enter into an agreement for employment for a specified term or to make any agreement contrary to the policy of at-will employment, and that any such agreement must be explicit, in writing, and must be signed by the CEO of the company.
I understand that the handbook is not intended to express or imply any contractual obligation by KENMOVER to continue my employment or to follow any stated policy or procedure with respect to my employment, except that I know that this handbook contains our entire agreement concerning each party’s right to terminate the employment relationship at will, with or without cause, at any time. I also understand that nothing in this handbook shall restrict or he right of KENMOVER to terminate the employment relationship at all will, with or without cause or notice, at any time.
