Human Resource Policy

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Human Resources Policies:
Pay Administration:
The company will ensure that pay checks/ bank transfers/employee debit cards will be given to employees one day prior to the 15th of each month. The responsibility of distribution of pay will be that of Manager (Accounting). According to The Virginia Minimum Wage Act, the employees must be paid at least bi-weekly. If by the 15th of each month for any reason whatsoever any employee has not been paid wages, he will be paid by cash and cash a receipt will be obtained from him. Even though our wages are higher than the stipulated minimum wages of the Federal Government, none of our employees will be paid less than $7.25 per hours. Further, if any employee is required to work for more than 40 hours a week, he will be paid overtime at the rate of one and half times his normal wages. Further no part of the employees wages will be withheld from the wages or salaries of any employee except for payroll, wage, or withholding taxes or in accordance with the law or with the signed authorization of the employee. The Virginia Wage Act also requires that if the employee is discharged for whatever reason, he must be paid on or before the date on which he would have been terminated(1). For, example if an employee is terminated on the 16th of a month, he must be paid the two week period of pay till the 30th of the month.

An employee may make a request for an advance on their pay-check if they have obtained leave for vacation at the time a payday is to occur. The request for advance for vacation must be approved by the supervisor of the employee. The request must have the date when the check or transfer is required and the amount of such payment. After receiving approval the request will be forwarded to the Accounting Manager for making the payment. Such request must be made at least seven days before the payment is required. If an employee requires an advance on their pay due to personal problems, these requests will be considered on emergency basis. The request for the advance specifying the amount must be forwarded to the immediate supervisor. The supervisor of the respective employee must approve the request for emergency advance. The employee must sign a declaration that they owe the funds to the company and that the funds will be deducted from the employee pay check. If a supervisor or a manager requests an emergency advance, then his direct superior is required to approve the request.

Union Relationship:
The company employee relations policy provides a frame of reference for collective relationships with trade unions and other employee representatives. The company management will enhance collective dialogue and negotiations with employee unions and other representatives' associations. The policy will ensure direct and frequent communication at the workplace between management and employees. This applies both to union members and non-union members. Even though dialogue with trade unions is required it will not replace the relationship with employees. Timely and regular dialogue with employees and union representative will help create an opportunity to discuss matters of mutual concern and enable employees to acquire full understanding of business activities and objectives. The company upholds the freedom of association of its employees and effective recognition of the right to collective bargain. The collective bargaining will be related to working conditions such as wages, benefits, and union organizing activities. However, Virginia is a right to work state and its laws ban employers and unions from compelling employees to pay dues or assessments if the employees are a part of the bargaining unit of which the employees are members(2). Since, the Virginia law disallows the unions and employers from compelling all employees from paying fees/assessments to the union. The company will not compel any employee to pay dues to unions nor will it make deductions from the wages of employees for union dues unless an employee gives a signed declaration to that effect. Even though these provisions are against the federal National Labor Relations Act, the company will follow these provisions as we are located in Virginia.

Employee Conduct
The HR shall be consulted regarding the application of rule interpretation and appropriateness of penalty for violation of the rules of conduct. For the violation of the following rules, the employee will be subject to disciplinary proceedings. The violations include theft/destruction/defacing company property, intentional falsification of personnel/payroll records, immoral conduct, conviction of felony/misdemeanor involving moral turpitude/violation of law, insubordination, or neglect of duty. Other violations include reporting for work in an unsafe condition, admitting unauthorized person into the company premises, using abusive language, coercing others while on duty, consuming alcohol while on duty, or endangering the safety of employees. For any of these offenses, the employee may be disciplined with action up to and including discharge. The disciplinary action will progress by first giving a verbal warning, next a written reprimand, after that a ...