COMPANY POLICY

ANTI – HARASSMENT POLICY

APSI will not tolerate any form of harassment of employees by anyone, including Supervisors, Department Managers, Executives, other employees or customers. APSI is committed to providing a workplace free from harassment and sexual harassment based on factors such as race, color, religion, gender, national origin, ancestry, age, medical condition, sexual orientation, gender identity or expression, marital status, disability or veteran status. APSI strongly disagrees and will not tolerate harassment of employees by supervisors, department directors, managers or coworkers. APSI will also seek to protect employees from harassment by non-employees in the workplace.

Harassment is offensive and inappropriate conduct, commentary or display that demeans, demeans, insults or threatens the health or safety of any person, or creates an intimidating, abusive or hostile work environment or that interferes with work performance. Some examples include racist comments, ethnic jokes, posting offensive statements, posters or cartoons, spreading gossip or rumours, insulting or humiliating others, slandering, mocking or slandering others, ignorance or alienation from another, or other similar malicious behavior that a reasonable person would find unprofessional, disruptive or harmful

Sexual harassment includes soliciting sexual favors, unwelcome sexual advances or any other verbal, visual or physical conduct of a sexual nature. No employee may use their position or authority to solicit or involve sexual favors of any kind. In addition, no employee may subject another employee to adverse working conditions (i.e., requests, implied or not.

Employees must immediately report any incident of harassment, including work-related harassment by an APSI employee or other person, to their supervisor or department manager (or other member of management) or the Human Resources and Communications manager responsible for investigating on the House. Managers who receive complaints or observe harassing behavior should report this immediately to the HR and Communications Manager. The APSI emphasizes that employees are not obliged to first report incidents to their supervisor if the supervisor is the one who is harassing the employee

Any allegations of harassment that are reported to the Director of Human Resources and Communications will be investigated thoroughly, promptly and confidentially.

In addition, APSI will not tolerate retaliation against any employee who makes a complaint to the Director of Human Resources and Communications or another member of management.

In the case of APSI employees, if it is confirmed that harassment has occurred, the perpetrator will be subject to disciplinary sanctions.

Disciplinary action may include a written warning, demotion, suspension or termination, depending on the situation. Regarding acts of harassment by customers or suppliers, corrective action will be taken after consultation with appropriate management staff.

DRUG-FREE WORKPLACE POLICY

I. PURPOSE

As part of its commitment to maintain the health of its employees, provide a safe workplace and to foster a drug-free community, APSI has established this policy regarding the use or abuse of alcohol and drugs by its employees. Substance abuse, whether in the workplace or otherwise, seriously endangers the safety of employees and the general public and creates a number of workplace problems including increased workplace injuries, absenteeism, increased medical costs and benefits, theft, loss of morale, decreased productivity and decreased quality of service. which is given. This policy was created to detect and remove drug and alcohol users and abusers. It is also APSI’s policy to prevent the use and/or presence of such substances in the workplace and to help employees overcome drug and/or alcohol addiction in accordance with the following guidelines.

MEDICAL EXAMINATIONS

PRE-EMPLOYMENT PHYSICALS:

To maintain a vibrant and healthy paint impression, APSI must perform clinical examinations prior to use.

After a conditional employment commitment is made, candidates may be required to go through the whole body through an APSI government approved clinic / hospital.

All candidates who acquire conditional employment for a “mandatory probationary position” are screened for the presence of illegal pills or alcohol as a work circumstances.

FIGHTING

Fighting on the APSI site or anywhere else while working is strictly prohibited. In addition, no employee may engage in any behavior that has the intention or expected effect of causing a fight on the APSI site. In the event of a dispute, the supervisor responsible for this area is responsible for preparing a written report and forwarding it immediately to the HR and Communications Office. The report must contain

Reports of the fight from all participants and witnesses. Employees who violate this policy will be subject to disciplinary action, including termination, for causing or participating in a dispute. (See also the “Workplace Violence Policy” in this manual).

RESPONSIBILITY AND CONDUCT

Employees must not work in a manner that intentionally prevents another

Employee from performing their assigned duties. employees must conduct themselves in such a way as to preserve the safety of themselves and their colleagues.

Personal problems between employees should not be traced at work.

An employee must have permission to leave their assigned work area (except for lunch). The supervisor must be informed about why the employee has left and how long he has been absent. Office workers must also tell the recruiter why they are leaving and when they are expected to return. Returning employees report to the human resources assistant and her supervisor. If a supervisor leaves the work area for a longer period of time, he tells his subordinates who he can turn to in an emergency.

ATTENDING INTERNAL AND EXTERNAL SEMINARS, WORKSHOPS, AND TRAINING COURSES

All employees will follow the APSI Travel Policies and Procedures for payment and/or reimbursement of expenses associated with participation in external seminars, workshops and training courses. Employees who are required to attend seminars, training, workshops, etc. related to work must obtain prior written approval from their department manager, who will notify the human resources supervisor if an employee must leave before the program ends. The employee must also receive prior authorization from his or her Department Director, who will notify the Human Resources Manager if there are additional days and/or hours due to failure to pass the required certification. Any employee who leaves early or stays longer without prior approval will be subject to disciplinary action up to dismissal. The employee may also be responsible for reimbursement of the full program costs to APSI, which may include travel, meals, lodging, registration fees, and other costs associated with the program. 

BULLETIN BOARDS

APSI has a bulletin board in for communication with its employees. Publication on this board is limited to APSI-related materials, including statutory and statutory notices, job announcements, safety and disciplinary regulations, APSI policies, memos of public interest regarding APSI, local operating regulations, union matters, and other elements. Any employee publications must be pre-approved by the Human Resources and Communications Department.

CHANGES IN RULES

The information contained in these Rules and Regulations is intended as a general guideline for employees. This does not constitute a form of employment contract or guarantee of any kind. APSI, of course, may change its rules, regulations and policies at any time and such changes may not be reflected in these rules at the time they are read. Existing rules and policies, as determined from time to time by management, supersede written information previously distributed.

CODE OF CONDUCT POLICY

The AERIALS PH. SOLUTIONS INC. (APSI) has implemented a Code of CONDUCT for its employees. The purpose of this Code of Conduct is to ensure that APSI’s commercial transactions and professional affairs are carried out professionally and ethically without any conflict of interest or the appearance of a conflict of interest. This Code of Ethics applies to all APSI employees. These guidelines are generally set out to be illicit and cover actions or transactions that employees should avoid.

In addition to complying with this Code of Conduct, all APSI personnel must also avoid situations or operations that are not specifically described in it or prohibited by law or regulation if the situation or operation can be interpreted as a conflict of interest. .

APSI employees are prohibited from having an interest, financial or other, direct or indirect, to enter into any commercial transaction, or enter into any contractual obligation, in any event where their relationship, transaction or obligations would conflict with the fulfillment of their functions for APSI .

APSI employees may not ask for or accept anything of value, including cash, in-kind services, tips, gifts, loans, awards, promises of future employment, favors or services that are used to influence or try to influence their actions

APSI employees may not buy, rent or lease real estate, goods or services for APSI from any business entity if they (or their spouse or children) are officers, partners, directors or owners of such business entity or have an interest in it. APSI employees, acting in a personal capacity, are prohibited from selling, renting or leasing real estate, goods or services to APSI

APSI employees may not use or attempt to use their position, property or resources or perform duties in such a way as to confer special privileges, benefits or exceptions for themselves or others.

APSI employees cannot have employment or contractual relationships with commercial entities that do business with APSI. In addition, APSI employees must not have an employment or contractual relationship that creates a recurring conflict between their personal interests and the performance of their functions with APSI or that may hinder their ability to carry out their functions for APSI.

ELECTRONIC MAIL

Employees may not send, create, or forward emails (emails) containing harassing, sexually explicit, obscene, insulting or offensive information on topics such as race, gender, age, religion, national origin, disability, sexual orientation , or equally inappropriate, including but not limited to “chain letters”. Records of your email and internet usage are not private and can be viewed at any time by APSI.

If an employee needs to send an email or view a website and is unsure whether this is allowed under these guidelines, they should discuss the matter with their manager.

TELEPHONE POLICY

Telephone courtesy is essential. When answering a APSI’ phone, state the name of your

department and/or your name.

Much business is conducted over the telephone, and as a general policy, use of office telephones for personal business should be limited. On occasion when local, personal calls are required for compelling reasons they may be made as long as they are kept brief and the privilege is not abused.

Cellphone use and PDA use (including calls, texting, social media and the many other applications available today) should be kept to a minimum and should not interfere with an employee’s responsibilities.

CONFLICTS OF INTEREST

All employees must avoid activities or relationships that conflict with APSI’s interests or that could damage APSI’s reputation. All employees are subject to the APSI Code of Conduct (included in this manual). Types of activities and relationships that employees should avoid include, but are not limited to:

• Accept or solicit a gift, favor or service that is intended to influence or appears to influence the employee’s decision-making or professional conduct;
• Accepting or soliciting money or any other tangible or intangible benefit in exchange for favorable decisions or actions by the employee in the performance of his or her job;
• Accept employment or remuneration or engage in commercial or professional activities that require the disclosure of APSI confidential information and/or jeopardize the effectiveness of APSI;
• Accept a job or remuneration that may be alleged to interfere with the person’s ability to exercise independent judgment in the performance of their APSI functions;
  
  
  

CUSTOMER RELATIONS

Each employee is a representative of the APSI. Whether you’re dealing in person, over the phone, , or by mail (email or through USPS), the impression customers and the public have of APSI is the impression any interaction with employees creates. As an APSI representative, an employee must be courteous and maintain a professional demeanor when dealing with customers, the public or colleagues. To promote clear communication with APSI customers (both internal and external), employees must remove all piercings (including, but not limited to, tongue piercings) that could otherwise interfere with communication during the process.

DRESS CODE AND UNIFORMS

Maintaining a professional and corporate image is very important to the success of APSI. The image we project must demonstrate that we are the most professional, productive and reliable organization in our industry. Appearance is an important part of our image with our customers and the outside world.

Personal appearance is a powerful business tool. A well-maintained professional appearance is a must. All employees are expected to use common sense and to dress appropriately for their job and not pose a safety risk. The interpretation of this code is left to the discretion of the department director.

Whether or not you deal with customers, suppliers, or the public of APSI, you are always an APSI representative. Part of the impression you make on others depends on how you dress, your personal hygiene, and your polite and professional demeanor.

Clothing should be suitable for the office. Suitable trousers are, for example, trousers or dress trousers (cotton, polyester, linen, denim, etc.) that are clean and wrinkle-free. Inappropriate pants include sweatpants, windbreakers, shorts, or any faded, ripped, stained, wrinkled, frayed, or cut. Suitable shirts include those that are clean and wrinkle free. Inappropriate shirts include tank tops, spaghetti straps, halter tops, crop tops (if you raise your hands above your head and your shirt hangs over your pants line), and clothing with words or offensive logos. Suitable dresses and skirts are business or casual. The length should not be less than four inches above the knee. Suitable footwear includes moccasins, boots, flats, dress sandals, clogs and leather deck shoes.

EMPLOYEE CLASSIFICATIONS

Management Employees: All management employees should, in addition to the regulations manual, also refer to the management manual for other provisions related to benefits, hours or work, remuneration policy, etc.

The right employee classification is critical in managing wages, determining eligibility for the APSI employee benefits program, and complying with employment and tax laws.

All employees are hired to regularly work 40 or more hours each week and are classified as exempt or nonexempt for overtime and minimum wage requirements.

Exempt employees are not subject to overtime requirements. An employee is exempt if determined to be an executive, administrative, or professional employee or outside sales representative as defined by the Fair Labor Standards Act.
 

EMPLOYMENT AND RECRUITMENT PRACTICES (EQUAL EMPLOYMENT OPPORTUNITY

It is APSI policy to offer all applicants and employees the same job opportunities. APSI does not unlawfully discriminate on the basis of race, color, creed, pregnancy, religion, gender, national origin, age, disability, veteran status, marital status, gender identity or expression, or sexual orientation. APSI makes reasonable provisions for disabled employees. APSI prohibits harassment of individuals in any of the protected categories listed above. This policy applies to all areas of employment, including recruiting, recruiting, training, promotion, compensation, benefits, transfer, and social and recreational programs. For the purposes of this policy, unauthorized harassment includes verbal, physical, and visual harassment; Request for sexual favors; unwanted sexual advances; and creating or maintaining an intimidating or hostile work environment. Any employee who violates this policy will be subject to disciplinary action, including termination. 

Any incidents of discrimination or harassment, including work-related harassment by APSI staff or others, must be reported to the employee’s supervisor, department manager or human resources and communications office. In most cases, the Director of Human Resources and Communications will be the one to investigate the matter. In the case of APSI employees, if it is confirmed that harassment has occurred, the perpetrator will be subject to sanctions, up to and including dismissal. 

VACATION, MEDICAL, FORCED, MATERNITY AND PATERNITY LEAVE POLICY

It is the policy of APSI to grant up to 7.5 DAYS vacation leave , 7.5 days medical leave ,5 days Forced leave, 2 months of maternity leave, and 7 days paternity leave 12-month period to eligible (regular) employees. 

Eligibility – To qualify to take

VACATION, MEDICAL, FORCED, MATERNITY AND PATERNITY LEAVE under this policy, the employee must meet all of the following conditions: 

• The employee must have worked for the employer for 6 months or 24 weeks.
• The employee must have worked at least 960 hours during the 6-month period immediately before the date when the leave is requested to commence.  
  
  

LEAVE WITHOUT PAY (LWOP)

Leave Without Pay (LWOP) is an approved temporary absence from work in unpaid status. Every employee without accrued leave who wishes to take unpaid leave must request LWOP in advance from his manager. The request must be reported to the Director of HR and Communications, who will forward it to the Director General and CEO for final approval/denial.

IDENTIFICATION/I.D. CARDS

An identification card is issued to each employee at the time of employment by Human

Resources.

If your ID card is lost or deteriorated, you must request a replacement card through the HR & Communications Office as soon as possible.

ID cards must be carried by all employees working for or representing APSI off APSI property within APSI’ service area during working hours.

ID cards remain the property of APSI. Employees are required to return them to the HR & Communications Office upon termination of employment.

Misuse of the APSI ID card and/or the failure to comply with this rule will subject an employee to disciplinary action.

APSI PROPERTY

An employee should exercise caution when using APSI property and use it only for authorized purposes. Failure to maintain and/or use APSI Property, unauthorized removal of APSI Property from the premises, or conversion of APSI Property for personal use may result in disciplinary action up to and including termination.

APSI goods provided to an employee must be returned when the employee terminates employment or when the employee’s supervisor or manager (or his designated representative) requests his return. The value of goods delivered but not returned can be deducted from an employee’s salary. APSI accepts no responsibility for loss or damage to an employee’s personal property unless the employee can provide proof to their manager that their property was lost or damaged in the course of their duties. The final decision regarding compensation for damaged personal property will be made in the sole discretion of the General Manager and Chief Executive Officer or his representative.

LOST AND FOUND

Any item lost or found on APSI premises should be reported immediately to the HR &

Communications Office.

The HR & Communications Office will post a lost or found notice via APSI email. If the lost or found item is not claimed, the person who found the item may claim it.

MAILING PERSONAL PACKAGES

The APSI courier service is not equipped to handle the shipment of personal parcels. Employees have to post their personal parcels in their spare time.

PAY PROCEDURES

APSI has adopted the following policies with regard to wages and salaries:

1. Advance payment of earned wages or salaries can be made in an emergency or when an employee’s normal payday falls during their vacation period or authorized time off. Except in emergencies, requests for advance payment of wages or salaries must be made at least two weeks in advance. These requests must be initiated by the supervisor.
   
   
2. Employees will be paid by direct deposit to the financial institution(s).
   
   
3. Employees must immediately report missing or missing checks to payroll so that a stop payment order can be initiated. The accounting and analysis supervisor will determine when and whether a new check should be issued to replace a lost or lost check.
   
   

By law, APSI is required to withhold, if applicable, government withholding taxes and foreclosures from employee salaries. In addition, the following deductions will be made when an employee authorizes them: employee insurance coverage, dental coverage, United Way, savings and/or current accounts, union dues, secondary insurance coverage, etc .

 

PERSONNEL RECORDS AND PRIVACY

Privacy

APSI respects the privacy of its employees; however, if a request for information is made from an employee’s personal file, APSI must comply; however, if time permits, Human Resources will attempt to contact the employee to inform them of the request.

Information Updates

it is important to maintain an accurate and up-to-date personnel file, as it enables APSI to reach any employee in an emergency, keep a good record of each employee’s insurance and other benefits, and calculate each employee. Employees must promptly notify Human Resources in writing of any changes to:  

• Address and telephone number.
• Marital status (for insurance and tax purposes).
• Name.
• Beneficiary / dependents listed in your insurance policy;
• Emergency contact information.
  
  
  

PROBATIONARY PERIOD

APSI recruits carefully and tries to hire the best employee for each position. However, it is to the benefit of both the APSI and the employee to have an initial employment period during which the employee has time to review the APSI and the job content, and APSI has a similar opportunity to recruit the new employee. judge. performance at work. . Each new employee must therefore undergo a satisfactory trial period of 6 months, calculated from the first appointment date. Prior to the end of the probationary period, the supervisor, with the approval of the department manager, will recommend in writing that the employee be kept. If no positive advice is given (and this can be done at any time during the 6 month probationary period), the employee will be dismissed from the APSI with no right of appeal, including the claims settlement process. other means. 

It is the policy of APSI to conduct monthly performance reviews with employees during the probation period to encourage employee development and motivate employees to reach their potential. 

RESIGNATION POLICY

In order for an employee to leave the employment of APSI in good standing, it is

important that the employee give at least two weeks advanced notice of resignation and render thirty (30) days. The final paycheck for a voluntarily resignation or terminated employees will generally   be made available on his or her next regular payday after their last day.  

SMOKING 

APSI is a smoke, nicotine and tobacco free campus. It is prohibited to smoke or use nicotine/tobacco products on the properties or vehicles of the APSI. Nicotine/tobacco products include cigarettes, cigars, chewing tobacco, snuff and the like.

STANDARDS OF EMPLOYMENT & RULES OF CONDUCT

Policy – Employees are required to maintain certain high standards of work performance and good conduct. When performance or conduct does not meet APSI standards, APSI may make efforts (if deemed appropriate) to provide the employee with a reasonable opportunity to correct the deficiencies. However, if the employee does not make the necessary corrections, he or she will be subject to disciplinary action up to and including termination.  

TIME & ATTENDANCE POLICY

All employees in bargaining unit positions are subject to time and attendance policies. Hours will be used to document the start of the shift and the end of the shift. Failure to stamp can result in loss of salary or possible disciplinary action. If an inbound or outbound stamping error occurs, employees must notify their Supervisor who will work with the Human Resources and Communications Department to determine what happened and correct the problem. 

It is important to keep a complete record of the hours worked by each hourly employee and it is important that each employee stamps in/out at the beginning and end of each work period. The rules relating to viewing procedures are listed below. Violation of this rule may result in disciplinary action, including dismissal.