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Please read this handbook and acknowledge it at the bottom of the page.
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Olson's Greenhouse Gardens was started by my grandfather, Roy Olson, in 1946. Since then, three generations have worked hard to earn a reputation for providing high quality nursery products and services to our customers. We depend on that reputation for quality and service to maintain our current customers and help our business grow. While we expect you to work hard, efficient and as fast as possible, safety and the quality of our products are still our primary concerns. Our customers determine how fast our business grows, how many people we employ, and the variety and quantity of plants we produce. Satisfied customers will continue to do business with us and will recommend us to others. Your work will directly affect our company's reputation, future growth and profitability. Don't underestimate your contribution. This handbook contains critical information that you will need to get the most out of your employment experience at Olson's Greenhouse Gardens. If you have any questions after thoroughly reading this information, please contact your supervisor. Sincerely,
Bart B. Olson
Table of Contents
Basic Employment Policy Employee-at-will Please be aware that unless you have signed an employment contract or non-compete agreement, you are an employee-at-will, that is, you may leave the company anytime you wish for any reason and the company can end your employment anytime for any reason. This handbook is not a legal document and is not an express or implied contract of employment. The policies described in this handbook may be changed or modified at any time at the discretion of the company. If you cannot find the answers to questions involving your job, your employment benefits, or your place in the overall function of the organization, ask your supervisor or Human Resources. Categories of Employment Full-Time - Employees hired to fill positions designated as "full-time" by the company and determined to be necessary for year round operations requiring specific experience, knowledge, skills and abilities. Benefits that may be extended to full-time employees are explained under Compensation and Benefits. Seasonal - Employees hired to fill positions designated as "seasonal" by the company and determined to be necessary to meet the flexible demands of seasonal products and services offered by the company. Seasonal employees may be entitled to limited benefits as explained under Compensation and Benefits. Company Goals and Expectations Olson's Greenhouse Gardens is committed to: 1. Grow the highest quality bedding plants in the industry and never send out product that is not up to the standards we have set. 2. Be deeply committed to serving our customers; to provide what they need, when they need it, and at a competitive price, and to give our customers unsurpassed service with efficiency and attention to detail. 3. Treat each other with respect and expect the best from each other. 4. Maintain a clean, pleasant and safe working environment with all employees keeping greenhouses and yards clean, organized and uncluttered, which will reflect in the quality of work we do. 5. Constantly improve efficiency, productivity, product quality, customer satisfaction, competitive edge and personal enjoyment in our work. The company's vision is to have a unique blend of employees in every department who have exceptional skills in a particular area and the ability to be thoroughly trained in other areas. We want employees who are dedicated to the success of the company as a whole and who can see beyond their own area and view the company as a whole. All of us must be willing and able to work as a team to help our company be the best. This means having a productivity level that is considerably above average and not being satisfied with "getting by" but having an intense determination to be the best. We will constantly seek out and reward people who meet these expectations. Compensation in our company will be based upon contributions made to the company, not necessarily the length of service. Such employees must understand and accept, in a spirit of cooperation, Management's role in facilitating and directing the work. We can lead the market if we work as a team. The company believes that the best way to foster a pleasant and productive atmosphere is to provide each individual with the means to communicate with management on a one-to-one basis. We want you to feel comfortable expressing your opinions and concerns to any member of management. Management believe(s) that you have valuable things to say and we want to hear them. Our commitment to listen to you and to encourage you to speak up is shared throughout our organization. Your supervisor is your main source of information and instruction. They are responsible for keeping you informed about everything that can affect your job and your performance at the company. They are also responsible for responding to your problems and concerns. You are encouraged to speak with your supervisor about any problem or concern you have which is affecting your job. It is the company's goal to have you and your team leader work closely together and communicate openly and honestly with each other. There are other avenues of communication of which you should be aware. In particular, the bulletin boards located at various locations carry routine messages, important announcements and regulatory posters. Please check the bulletin boards on a regular basis. General Company Policies Alcohol, Tobacco and Drugs No smoking is allowed inside the building and where no smoking signs are posted, but is allowed during break or lunch outside the building as long as you are at least 25 feet away from any building opening or bedding plant whether in a greenhouse or not. Due to concerns for the safety and well being of our employees, the company has adopted a "Zero-Tolerance" policy of drugs and alcohol in the workplace. The illegal use, sale, or possession of narcotics, drugs, controlled substances or alcohol while on the job or on company property is strictly prohibited and is a dischargeable offense. Any such substances will be confiscated and may be relayed to the appropriate law enforcement agency for criminal prosecution. The company may drug/alcohol screen for the following reasons: 1. All industrial accidents 2. Perceived change or observed impairment in job performance 3. Any employee who is perceived to be under the influence of drug/alcohol 4. As part of pre-employment hiring procedures 5. As part of the computer-generated random drug/alcohol testing program Termination of employment will occur with a POSITIVE drug/alcohol screen, refusal to submit to a drug/alcohol screen or tampering with a drug/alcohol screen. Anyone found with drugs, drug paraphernalia, or alcohol on company property will be terminated. Compliance with this policy is a condition of employment. Food and Drink Drinks with screw-on lids are allowed in production and greenhouse areas that are free from toxic or infectious materials (i.e. chemical spraying, etc.). No food is allowed (including sunflower seeds, or any other snack foods). Lunches and other foods are to be eaten in the cafeteria. Dress Code Office Areas - Employees are expected to use good judgment in the selection of their work attire. Dress should be clean, well kept and consistent with a professional image. Production and Greenhouse Areas - Employees are expected to use good judgment in the selection of their work attire. Dress should be clean, well kept and consistent with the work being performed. Drivers - Drivers are representatives of the company and should make sure their appearance and clothing is neat and clean. Open-toed shoes are not allowed in trucks, greenhouses or production areas. Tank tops are not allowed to be worn at work by any employee. Any clothing worn should not be distracting or contain language or messages that would be considered offensive to other employees. Employees who do not meet these basic requirements will be sent home to change. Personnel Files Olson's maintains personnel files on each employee. These files contain documentation regarding all aspects of the employee's tenure with Olson's, such as performance appraisals, beneficiary designation forms, disciplinary warning notices, and letters of commendation. Employees may review their personnel files upon a reasonable request. Employees should seek an appointment with Human Resources to review their file. Files may not be copied or removed from Human Resources. Olson's complies with all HIPPA regulations. Personal Information and Privacy Information maintained in your personnel file will not be disclosed to anyone outside of the company, except in compliance with lawfully served subpoena(s) or upon your express written authorization. However, to aid you and/or family in matters of personal emergency, we need to maintain up-to-date information. Changes in name, address, telephone number, marital status, number of dependents or changes in next of kin and/or beneficiaries should be given to your supervisor or Human Resources promptly. Company Information and Privacy Protecting our company's information is the responsibility of every employee and we all share a common interest in making sure it is not improperly or accidentally disclosed. Do not discuss the company's confidential business with anyone who does not work for us. All telephone calls regarding a current or former employee's position/compensation with our company must be forwarded to Human Resources. The company's address is not be used for the receipt of personal mail. Respect for Property Every employee is responsible to safeguard the company's property. You will be held responsible for negligent or willful destruction of property belonging to the company or your co-workers. -Please report to your supervisor any defective, damaged or inoperative equipment or merchandise. -Do not attempt to repair equipment. -We will not be responsible for personal articles lost or stolen on the premises or inside parked cars. To help prevent losses, do not leave valuables on the premises. We also will not be responsible for damage to a car parked in the parking lot. -Articles of value found on the premises must be turned in to Human Resources for proper identification and return to the rightful owner. -Tools furnished by the company are to be kept in the proper location. Damage or loss of tools will be charged to the responsible employee. -No company tools, equipment, or product will be used, borrowed or removed from the premises for personal projects. Employee Conduct Each employee has an obligation to observe and follow the company's policies and to maintain proper standards of conduct at all times. If an individual's behavior interferes with the orderly and efficient operation of a department, corrective disciplinary measures may be taken. Disciplinary action may include a verbal warning, written warning, suspension and/or discharge. The appropriate disciplinary action imposed will be determined by the company. The company does not guarantee that one form of action will necessarily precede another. The following may result in disciplinary action up to and including discharge: Insubordination; poor attendance; unauthorized or illegal possession, use or sale of alcohol or controlled substances on work premises, during working hours, while engaged in company activities or in company vehicles; unauthorized possession, use or sale of weapons, firearms or explosives on work premises; theft or dishonesty; physical harassment; sexual harassment; disrespect toward fellow employees, visitors, or other members of the public; gambling; or poor performance. These are not all inclusive. We emphasize that discharge decisions will be based on an assessment of all relevant factors. Nothing in this policy is intended to modify our employment-at-will policy. Safety Safety and Health are fundamental values at Olson's Greenhouse Gardens. An effective safety and health program protects employees, controls costs and increases productivity; thereby creating long-term value for the company and its employees. We believe that all occupational injuries and illnesses can be prevented and safety must be the responsibility of each employee in the company. We also believe that safety and occupational health must be thoroughly integrated with our effort to maximize production at the lowest reasonable cost. Our goal of safety and production are not mutually exclusive; rather, our goal is to maximize safe production. Each employee is responsible for their own safety and the safety of other employees. You are required to follow all posted safety rules and make every effort to assume responsibility for your safety and that of your fellow employees. Employees may not operate equipment they have not been trained and certified for. Unauthorized operation of equipment may result in disciplinary action including termination. Good Housekeeping Job safety and efficiency require a clean and organized work place. Employees are responsible for cleaning up after themselves and to help keep trucks, equipment, greenhouses and surrounding areas clean and picked up at all times. If an employee fails to clean up and take care of company equipment properly, they may be required to return to work without pay to complete the task. Failure to comply may result in termination. Visitor and Vendor Policy All visitors are required to check in at the office. Employees should not have visitors during their assigned work hours unless it is an emergency. Visitors are not allowed in work areas unless accompanied by an assigned company employee. Children are not allowed in any work, production or traffic areas. Vendors must be approved prior to providing service. Vendors are only allowed in the areas they have been approved to service. Solicitation and Distribution In order to avoid unnecessary annoyances and interruptions from your work, solicitation by an employee of another employee is prohibited while either person is on working time. Employee distribution of literature, including handbills, in work areas is prohibited at all times. Trespassing, soliciting or distributing of literature by non-employees on company premises is prohibited at all times. Acceptance of Gifts No employee of the company, regardless of his or her position, may solicit gifts, entertainment, or favors from our customers or suppliers, either directly or indirectly, and no employee may accept anything of that nature beyond an ordinary social amenity or one involving normal company sales promotion, advertising, or publicity. Company Cell Phones and Radios Company cell phones and radios are for company use only. Employees are responsible for damage or loss. Employees are also responsible for the cost of unauthorized use of the cell phone or radio including minutes and service charges. Employees are required to follow all manufacture's recommended safety precautions in using cell phones or radios. Employees are only allowed to use their personal cell phones on break or at lunch unless it is an emergency. Use Of E-Mail And Voice Mail Electronic mail and telephone voice mail are efficient and valuable business tools. They are also property of the company. In short, neither of these systems is considered to be confidential, nor should they be used to meet an employee's own personal needs. If an employee receives a message that is not addressed to him/her, he/she is not authorized to read or use information contained in that message. The company reserves the right to access and read any and all information contained in computers, computer files, e-mail messages, or voice mail messages. Employees should have no expectation of privacy with regard to these communications and will be in violation of the company's discrimination and harassment policy if they send, receive, or access discriminatory, harassing, sexually-explicit, or otherwise inappropriate e-mails or voice mails. Employees are not to use unauthorized codes or passwords to gain access to other's files. All e-mail and voice mail passwords must be made available to the company at all times. Please notify your supervisor if you need to change your password. Violation of this policy may result in disciplinary action, up to and including termination. Use of The Internet The company expects that any use of the Internet will be for business purposes only. Employees should see their supervisor to discuss any questions about use of the Internet. The Company, however, expects that employees will not participate in chat groups unless their job specifically requires that they do so. If they do they are required to: -include a disclaimer, when appropriate, explaining that their comments are their own and not necessarily those of the company; -not subscribe to any listserv that delivers more than 10 e-mails per day; -unsubscribe from any listserv when they are out of the office; -not view any web sites that are sexual in nature. It is Company policy that no individual with access to the internet will erase their internet history or any other files regarding sites they have visited. Erased files that indicate activity will be considered evidence that the individual has visited unauthorized sites including but not limited to any that are of a sexual nature, any gambling or on-line games. Violating this policy may lead to termination. Outside Employment We hope that you will not find it necessary to seek additional outside employment. However, if you are planning to accept an outside position, you must notify your supervisor in writing. Outside employment must not conflict in any way with your responsibilities within our company. You may not work for competitors nor may you take an ownership position with a competitor. Employees may not conduct outside work or use company property, equipment or facilities in connection with outside work while on company time. Ethics and Conflicts of Interest No director, officer, manager or employee should have any conflict of interest situation with the company. A conflict of interest situation exists when an employee has an outside personal interest that is, or has the potential of being at variance with the best interests of the company, even though such interest may have no direct financial detriment or other impact on the company. Employees are also prohibited from accepting gifts or special favors from company suppliers. For additional information on actual or potential conflicts of interest, employees are encouraged to contact a supervisor, manager, or Human Resources. Employee Purchases Employees may purchase company merchandise for their personal use at a reduced price. Employees are not allowed to purchase personal items on company accounts. Purchases may be deducted from payroll if the employee completes and signs an authorization that includes the total amount to be deducted. Employment Policies Equal Employment Opportunity Olson's provides equal employment opportunities to all employees and applicants for employment without regard to race, color religion, sex, national origin, age, disability, or status as a Vietnam-Era or special disabled veteran in accordance with applicable federal laws. In addition, the Company complies with applicable state and local laws governing nondiscrimination in employment in every location in which Olson's has facilities. This policy applies to all terms and conditions of employment, including but not limited to, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation, and training. Americans With Disabilities Olson's complies with the Americans with Disabilities Act and applicable state and local laws providing for nondiscrimination in employment against qualified individuals with disabilities. Olson's also provides reasonable accommodation for such individuals in accordance with these laws. Harassment Olson's expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, national origin, age, disability, or status as a Vietnam-Era or special disabled veteran or status in any group protected by state or local law. Improper interference with the ability of Olson's' employees to perform their expected job duties is not tolerated. Sexual Harassment Olson's believes that all employees have a right to work in an environment free of discrimination and an environment free of sexual harassment. The Company strictly prohibits harassment of any employee, customer or candidate for employment in any manner. This prohibition includes, but is not limited to, unwanted and offensive sexual flirtations, sexual jokes and stories, advances, propositions, continual or repeated abuse of a sexual nature, graphic verbal comments about an individual's body, sexually degrading words used to describe an individual, and display in the workplace of obscene or sexually suggestive objects, pictures, or literature. Such conduct in the workplace, whether committed by managers, supervisory or non-supervisory employees, is strictly prohibited, and constitutes just and proper cause for disciplinary action up to and including termination of employment. Such behavior also has the potential to subject the Company to liability. In addition, Olson's prohibits the following: ·Unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct or a sexual or otherwise offensive nature, especially where: ·Submission to such conduct is made either explicitly or implicitly a term or condition of employment; ·Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment; or ·Such conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment. If an employee believes he or she may have been a victim or is currently a victim of sexual harassment, he or she is advised to contact a supervisor, the human resource manager, or a member of the senior management team immediately. A confidential investigation will be initiated. Complaint Procedure Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, employees are responsible for respecting the rights of their coworkers. If an employee experiences any job-related harassment based on his or her sex, race, national origin, disability, or another factor, or believes that they have been treated in an unlawful, discriminatory manner, the employee may report the incident to a supervisor, the Human Resources Manager or a member of Senior Management. The company will then investigate the matter and take appropriate action. If an employee believes it would be inappropriate to discuss the matter with the supervisor, the complaint may be reported directly to the manager or to the Human Resources Manager. Complaints are kept confidential to the maximum extent possible. If the Company determines that an employee is guilty of harassing another individual, appropriate disciplinary action will be taken against the offending employee, up to and including termination of employment. The company also prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation. However, if, the complaint is not bona fide or that an employee has provided false information regarding the complaint, disciplinary action may be taken against the individual who filed the complaint or who gave the false information. Employment of Relatives (Nepotism) Olson's permits the employment of qualified relatives of employees as long as such employment does not, in the opinion of the Company, create actual or perceived conflicts of interest. For purposes of this policy, "relative" is a spouse, child, parent, sibling, grandparent, grandchild, aunt, uncle, first cousin, or corresponding in-law or "step" relation. Olson's will exercise sound business judgment in the placement of related employees. No relatives are permitted to work in the same department or in any other positions in which Olson's believes an inherent conflict of interest may exist. Employees who marry while employed are treated in accordance with these guidelines. That is, if, in the opinion of Olson's, a conflict or apparent conflict arises as a result of the marriage, one of the employees will be transferred at the earliest practical time. This policy applies to all categories of employment at Olson's, including regular, seasonal, and part-time classifications. Attendance Policy Regular and prompt attendance at work is required of all employees. If it is necessary to be absent, it is the employee's responsibility to notify the supervisor at least one hour before each scheduled shift. In an emergency situation, the employee must notify the supervisor within 24 hours. Failure to call in to report an absence will be recorded as an unexcused absence and may result in disciplinary action, which can include termination. Failure to call in for three successive days to report an absence will automatically be considered a voluntary termination of employment. Additional attendance information may be obtained from the supervisor. Working Hours Work shifts during most of the year will be from 8:00 am to 4:30 pm. Depending on your job, work hours during our busy season will generally be from 7:00am to 7:00pm. Changes in schedule will be at the discretion of the company and the need to meet customer delivery requirements. Call Backs Employees called back to work either on a regularly scheduled basis or for a specific task will be paid their regular wage for the time actually clocked at work unless the reason for call back is to complete a task not completed to satisfaction. Breaks and Lunches Two ten-minute breaks are provided during the shift, one midway through the first 4 hours and one midway through the second 4 hours. Additional breaks may be taken if the employee works 12 hours at which time a third break will be allowed midway through the third 4 hours. Check with your supervisor or manager for exact times. Taking breaks at times other than those provided must be cleared through your immediate supervisor. All employees must take an unpaid lunch break for at least 30 minutes each day (no exceptions) - not to exceed 45 minutes for shop personnel, 60 minutes for office personnel. Your supervisor or manager must approve longer lunches. It is recommended that employees do not leave the premises during their breaks. Failure to return within the allowed time may result in discipline. Wages The company's policy is to fairly compensate all employees for the work they perform. We want to provide wage scales that are fully competitive within our industry and our community in order to attract and retain qualified employees. The company will continue to adjust its wage scales based on economic conditions, changes and trends in comparable industries and our community. Our wage scales will be reviewed on an ongoing basis and will be adjusted as necessary to maintain our competitive status. Wages and increases must be kept confidential and should not be discussed with others. Overtime Due to the seasonal nature of our work and as defined in the Fair Labor Standards Act (FLSA), agricultural operations, including nurseries, are not required to pay overtime. As stated by the U.S. Department of Labor: "Employees who are employed in agriculture as that term is defined in the Act are exempt from the overtime pay provisions. They do not have to be paid time and one half their regular rates of pay for hours worked in excess of forty per week." U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division- Fact Sheet#12: Agriculture Employers Under the Fair Labor Standards Act (FLSA) Payday Payday will be bi-weekly on every other Friday. Pay periods are 2 weeks beginning on a Sunday and ending 14 days later on a Saturday. When our payday is a holiday, you normally will be paid on the last working day before the holiday. Checks will be available from your Supervisor after 2pm on payday. You are responsible for the accuracy of your time on the job. If your are paid hourly at our Santaquin or Salem facilities, you will receive an electronic punch card to be used with a time clock when clocking in and out. If you suspect a problem with a punch you are responsible to notify your Supervisor immediately. Employees should review paychecks for errors. If a mistake is found, it should be reported to the Supervisor immediately. Pay advances will not be given to employees. Garnishment/Child Support When an employee's wages are garnished by a court order, our company is legally bound to withhold the amount indicated in the garnishment order from the employee's paycheck. Our company will honor federal and state guidelines that may protect a certain amount of an employee's income from being subject to garnishment. Worker's Compensation Insurance To provide for payment of medical expenses and for partial salary continuation in the event of a work-related accident or illness, all employees are covered by workers' compensation insurance. The amount of benefits payable and the duration of payment depend on the nature of the injury or illness. In general, however, most medical expenses incurred in connection with an injury or illness are paid in full, and partial salary payments are provided beginning with the sixth consecutive day of absence from work. If an employee is injured or becomes ill on the job, the employee must immediately report the injury or illness to the supervisor. This ensures that Olson's can assist in obtaining appropriate medical treatment. Failure to follow this procedure may result in the appropriate workers' compensation report not being filed in accordance with the law, which may consequently jeopardize the employee's right to benefits in connection with the injury or illness. Questions regarding workers' compensation should be directed to your manager or Human Resources. |
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