Employee Handbook 2024

Emmy Drafts

Employee Handbook - January 13, 2024

Table of Contents

Employee Handbook 2024.pdf

Section 1 - Introduction

Welcome Statement

Mission Statement

About this Handbook

Equal Employment Opportunity

Employment-At-Will

Open Door Policy

Section 2 - Employment Policies

Employee Categories

Performance Reviews

Introductory Period

Progressive Discipline Policy

Section 3 - Time Away from Work and Other Benefits

Benefits Overview

Holidays

Jury Duty

Voting Leave

Military Leave

Parental Leave

Family Medical Leave Act Leave

Vacation Benefits

Sick Days

Insurance Benefits

Workers' Compensation

Section 4 - On the Job Practices and Policies

Employment Records

Payroll

Overtime

Timekeeping

Working Schedule

Nursing Parents Policy

Direct Deposit

Virtual Meetings Policy

Company Vehicles Policy

Section 5 - Standards of Conduct

Non-Harassment Policy / Non-Discrimination Policy

Sexual Harassment

Responsibilities

Workplace Violence

Employee Conduct and Work Rules

Use of Communication and Computer Systems

Punctuality and Attendance

Personal and Company-Owned Communication Devices

Personal Visitors and Telephone Calls

Inspections

Smoking

Confidential Company Information

No Solicitation / No Distribution

Conflict of Interest and Business Ethics

Equipment and Property Including Intellectual Property

Health and Safety

Hiring Relatives

Business Expense Reimbursement

References

Recording Device Policy

Social Media Policy

Employee Dress Policy

Travel and Expense Policy

Work from Home / Remote Work Policy

Section 6 - Acknowledgements

General Handbook Acknowledgment

Receipt of Non-Harassment Policy

Receipt of Sexual Harassment Policy

Section 7 - State and Local Policies

Texas State and Dallas City policies according to state, city, and local jurisdictions

Section 1 - Introduction

Welcome Statement

Welcome to Emmy Drafts! As a member of our team, you're now part of a vibrant community committed to excellence, innovation, and collaboration. Here, we value each individual's contribution and believe that our collective success is a result of our diverse and dynamic workforce. Our journey is one of continuous growth, driven by our passion for delivering outstanding web and digital marketing solutions. Together, we will strive to achieve new milestones, uphold the highest standards of professionalism, and create lasting impacts for our clients and community. We're thrilled to have you with us and look forward to your unique contributions to our team.

Mission Statement We aim to aid the world's digital transition, empowering people and businesses to thrive in a connected world. And by leaving a positive impact, we inspire our communities to new heights.

Equal Employment Opportunity

Emmy Drafts is an equal opportunity employer and does not discriminate against employees or applicants on the basis of an individual’s race, creed, gender, sex, color, religion, national origin, age, disability, marital status, gender identity, sexual orientation, veteran status, hairstyles associated with protected characteristics, including but not limited to hair texture, braids, locks, twists, or knots, or any other status protected by applicable law. This policy applies to all terms, conditions, and privileges of employment, including but not limited to recruitment, hiring, placement, compensation, promotion, discipline, and termination.

Emmy Drafts is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA). It is our policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such an individual's disability. Consistent with this policy of non-discrimination, the company will evaluate requests for accommodation via the interactive process and will provide a reasonable accommodation to a qualified individual with a disability, as defined in the ADA, who has made the company aware of their disability, provided such accommodation does not constitute an undue hardship to the company. The company reserves the right to propose an alternative accommodation, so long as such accommodation is equally effective in accommodating the disability.

Any employee or job applicant who has questions regarding this policy, or believes they have been discriminated against should notify their manager or Michael Vennova.

About this Handbook

This handbook was developed to describe the policies, programs, and benefits available to eligible employees. It is important to read, understand, and comply with all provisions of the handbook.

This handbook should not be construed as an employment agreement or contract and does not guarantee any contractual rights. It’s also important to remember that this handbook provides general guidelines and that other information, such as benefit plans, will be described in other documents.

This handbook states only general company guidelines. Emmy Drafts may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to terminate employment-at-will and to the degree that such variance is compliant with all applicable federal and state laws.

This handbook supersedes and replaces any and all personnel policies and manuals previously distributed or made available to employees.

Employment-At-Will

Where applicable by law, employment with Emmy Drafts may be terminated for any reason, with or without cause or notice, at any time, by you or the company. Nothing in this Employee Handbook or in any oral or written statement shall limit the right to terminate employment-at-will unless otherwise dictated by state law. Only the President of the company shall have any authority to enter into an employment agreement with any employee providing for employment other than at-will and any such agreement must be in writing.

This policy of at-will employment is the sole and entire agreement between you and Emmy Drafts as to the duration of employment and the circumstances under which your employment may be terminated.

With the exception of employment-at-will, the terms and conditions of employment with Emmy Drafts may be modified at the sole discretion of the company, with or without cause or notice, at any time. No implied contract concerning any employment-related decision or term or condition of employment can be established by any other statement, conduct, policy, or practice.

Open Door Policy

Emmy Drafts has an open-door policy and takes employee concerns and problems seriously. The company values each employee and strives to provide a positive work experience. Every employee is encouraged to speak with their immediate supervisor at any time with questions or problems relating to the job while employed. If you are unable to satisfactorily resolve your question or problem with your supervisor, or if you prefer not to approach your supervisor with your problem or question, you can request a meeting with a manager or with Michael Vennova.

Section 2 - Employment Policies

Employee Categories

All employees are designated as either non-exempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employees’ employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Emmy Drafts.

Each employee is designated as either non-exempt or exempt from federal and state wage and hour laws. Non-exempt employees are entitled to overtime pay under the specific provisions of federal and state laws. Exempt employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s exempt or non-exempt classification may be changed only upon written notification by Emmy Drafts management based on the Fair Labor Standards Act guidelines only.

In addition to the above categories, each employee will belong to one of the following employment categories:

Regular Full-Time: These are employees who are not in temporary or probationary status and who are regularly scheduled to work the organization's full-time schedule (40 hours or more per week).
Regular Part-Time: A part-time employee is an individual who is hired for an indefinite period, but who works less than a normal workweek. Employees, who work irregular hours, regularly scheduled hours every workday, or full workdays but less than 5 days per week. A common definition of part-time employment is scheduled work of 40 hours or less per week.
Seasonal Employee: These employees are hired to meet seasonal demands, common in industries such as retail, tourism, and agriculture. They work for a specific season or period, typically on a full-time or part-time basis, but do not have long-term employment with the company.
Remote Employee: With the increasing prevalence of remote work, distinguishing between in-office and remote employees can be important. Remote employees work from a location other than the company's physical offices, such as their home or a co-working space, and may have different requirements and policies applicable to them.
Short-Term Employee: A “short-term employee” shall mean an individual whose employment is limited in duration and is hired for a specific short-term project, or on a short-term freelance, per diem, or temporary basis. Short-term employees are not eligible for company benefits.
Temporary Employee: Unlike short-term employees who are hired for specific projects or periods, temporary employees are often hired to cover for absences, peak periods, or other short-term business needs. They may work full-time or part-time hours but are typically employed for a limited duration.
Interns: Interns are typically students or trainees who work, sometimes without pay, at a company to gain practical experience in a particular field. While interns might not be eligible for full employee benefits, they are an important part of the workforce, especially in knowledge and skill-intensive industries.
Contractor: A contractor is an individual or entity engaged in a temporary business relationship with Emmy Drafts to provide specific services as outlined in a contract or agreement. Contractors operate independently, are not considered employees of the company, and are not eligible for company benefits. Contractors are responsible for their own taxes and insurance.

Introductory Period The first 90 days of employment is an introductory period. This is an opportunity for Emmy Drafts to evaluate your performance and suitability for the role. It also is an opportunity for you to decide whether you are happy being employed at Emmy Drafts. The company may extend the introductory period if it desires. If at the end of the introductory period, the relationship is satisfactory to the new employee and the supervisor, the employment relationship will continue. Successfully completing the trial period doesn’t alter the employee’s at-will status.

Performance Reviews

At Emmy Drafts, we conduct performance reviews bi-annually to foster continuous professional growth and ensure alignment with our organizational goals. These reviews are an opportunity for open dialogue between you and your supervisor, focusing on your achievements, areas for improvement, and career aspirations. We use this process to recognize your hard work, identify development needs, and discuss future opportunities. Your progress and contributions are vital to our shared success, and we're committed to supporting your career journey every step of the way.

Whistleblower Policy

A whistleblower is an employee who, in good faith, reports to a qualified government agency or entity an activity, practice, or behavior of the company which the employee perceives to be illegal, dishonest, financially fraudulent, unsafe or unjustifiably hazardous, or in violation of a federal, state, or local law.

Retaliation against whistleblowers who engage in good-faith reporting is prohibited. Employees are protected from retaliation in the form of adverse employment actions, including but not limited to discipline, demotion, poor performance appraisal resulting from whistleblower activity, termination, reduction in compensation, etc., and all other forms of retaliation as a result of engaging in good faith reporting.

The whistleblower’s right to protection from retaliation does not extend to include immunity for substantiated personal wrongdoing as determined in a formal investigation. Any employee found to have intentionally filed a false report, or to have engaged in whistleblower activity in bad faith, may be subject to discipline, up to and including termination.

Progressive Discipline Policy Emmy Drafts enforces a policy of progressive discipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve. Disciplinary action is any one of several options used to correct unacceptable behavior or actions. Discipline may take the form of oral warnings, written warnings, probation, suspension, demotion, discharge, removal, or some other disciplinary action, in no particular order. The course of action will be determined by the company at its sole discretion as it deems appropriate. The discipline imposed under this policy will be determined based on the severity of the violation. The following progressive disciplinary steps may be utilized for breach of policy or violation of rules:

First offense: Verbal counseling/warning

Second offense: Written warning

Third offense: Final warning. The employee's employment is understood by both parties to be in jeopardy, and this is the final opportunity for the employee to demonstrate improvement or discontinue problematic behavior.

Fourth offense: Termination

Note that each offense need not be for violation of the same policy or procedure. First-time violations of different policies or procedures may count as second, third, or fourth offenses. All violations will be filed in the employee's personnel file. The employee may ask for a copy of the warning at any time. Employees, although they may not necessarily agree with the disciplinary action, are expected to sign the form acknowledging that disciplinary action has been taken against them and add any comments they deem necessary. While the company provides this policy as a guide for the administration and enforcement of its policies and procedures, the severity and circumstances surrounding a particular violation may warrant the imposition of a more serious form of discipline, even in situations where the violation is a first offense. Accordingly, Emmy Drafts reserves the right to accelerate disciplinary measures to deal with the severity of the infraction. Furthermore, there are some situations which Emmy Drafts believes are so detrimental to the integrity of its operations and personnel that immediate termination may be required (see Standards of Conduct).

Section 3 - Time Away from Work and Other Benefits

Benefits Overview

This handbook contains descriptions of some of our current employee benefits. Many of the company’s benefit plans are described in more formal plan documents available from Michael Vennova. In the event of any inconsistencies between this handbook or any other oral or written description of benefits and a formal plan document, the formal plan document will govern.

The information presented here is intended to serve only as an overview. The details of specific benefit plans are available from Michael Vennova. Although Emmy Drafts plans to maintain these employee benefits, it reserves the right to modify, amend or terminate these benefits at any time and for any reason.

Vacation Benefits Emmy Drafts provides, as a benefit, paid vacations for its eligible employees. Submit requests for time off at least two weeks in advance to a supervisor, who may approve or deny the request based on company resources. The company is flexible in approving time off when doing so would not interfere with company operations. Vacation days are granted only on a full-day or half-day basis. A regular employee is eligible to receive paid time off after 3 months of full-time service. Employees must earn and accrue vacation benefits before they may be used. Employees should consult Michael Vennova regarding the amount of vacation leave they accrue each pay period. Any remaining accrued time off is accumulated or carried forward into the next year.

Sick Leave Situations may arise where an employee needs to take time off to address medical or other health concerns. The company requests that employees provide notification to their supervisor as soon as practicable when taking time off. Sick days are granted on a paid basis to regular employees and may be evaluated for leave eligibility. Additional state-specific policies may apply.

Jury Duty

At Emmy Drafts, we support our employees' civic duties and service commitments. Employees summoned for jury duty will be granted necessary time off and should provide their summons notice to HR. For voting, employees can request time off to vote, subject to state regulations. Military leave is provided in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA), allowing employees to fulfill their military obligations without worry about their employment. We encourage employees to notify HR as soon as they are aware of their need for such leaves.

Voting Leave

Military Leave

Military leave is provided in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA), allowing employees to fulfill their military obligations without worry about their employment. We encourage employees to notify HR as soon as they are aware of their need for such leaves.

Parental Leave

Caring for a newborn is an exciting time for parents. We want to support new mothers and fathers in their first months of parenthood with paternity and maternity leave. Afterwards, we will continue to support parents with flexible work options and child care.

Paternity and maternity leave

Our company offers three months of paid maternity and paternity leave. If local or national law stipulates longer leave, we will follow the law.

If you are about to be a new mother or father (either through childbirth or adoption), talk to HR to arrange your leave. Please give us at least three months notice before your leave begins.

Depending on local or national law, pregnant women can take part of their leave before labor. If you suffer complications during childbirth or have other issues, you can ask for an unpaid leave extension of up to two months*.* Contact HR as soon as possible to arrange this.

Returning to work after parental leave

We are committed to helping new parents transition back to work after their leave ends.

We offer:

Remote working / Flexible hours.

Family Medical Leave Act Leave

The company offers leave consistent with the requirements of the federal Family and Medical Leave Act (FMLA). Under the FMLA, an employee may be eligible for an unpaid family and medical leave of absence under certain circumstances, if the employee works within a seventy-five (75) mile radius of fifty (50) or more company employees.

Under the federal FMLA, a person who has worked as an employee of this company for at least 1,250 hours in the previous twelve months is eligible for FMLA leave. Up to twelve weeks of unpaid leave per year are available for the following reasons:

The birth of a child and care for the newborn child;
Placement of a child into adoptive or foster care with the employee;
Care for a spouse, child, or parent who has a serious health condition; or
Care for the employee’s own serious health condition.
To care for a spouse, son, daughter, parent, or next of kin (defined as the nearest blood relative) who is a “covered servicemember” and who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of member’s office, grade, rank or rating.

A military caregiver is eligible to take a total of 26 weeks of leave.

If the need for leave is foreseeable, employees should notify a supervisor 30 days prior to taking FMLA leave. If the need for FMLA leave arises unexpectedly, employees should notify a supervisor as soon as practicable, giving as much notice to the company as possible.

Employees may be required to provide: medical certifications supporting the need for leave if the leave is due to a serious health condition of the employee or the employee’s family member; periodic recertification of the serious health condition; and periodic reports during the leave regarding the employee’s status and intent to return to work. Employees must return to work immediately after the serious health condition ceases, and employees who have taken leave because of their own serious health condition may be asked to submit a fitness-for-duty certification before being allowed to return to work.

Leave may be taken on an intermittent or reduced schedule to care for an illness; yet may not be taken intermittently for the care of a newborn or newly adopted child, unless that care is for a serious illness. When leave is taken intermittently, the company may transfer the employee to another position with equivalent pay and benefits, which is better suited to periods of absence.

Subject to certain conditions, the employee or the company may choose to use accrued paid leave (such as sick leave or vacation leave) concurrent with FMLA leave.

The company will maintain group health insurance coverage for an employee on family and medical leave on the same terms as if the employee had continued work. If applicable, arrangements will be made for the employee to pay their share of health insurance premiums while on leave. The company may recover premiums paid to maintain health coverage for an employee who fails to return to work from family and medical leave.

If an employee would like the company to maintain other paid benefits during the period of leave, premiums and charges which are partially or wholly paid by the employee must continue to be paid by the employee during the leave time.

Family and medical leave will not result in the loss of any employment benefit accrued prior to the date on which the leave commenced. However, an employee on family and medical leave does not continue to accrue benefits (e.g., sick leave or vacation leave) during the period of family and medical leave. Questions regarding particular benefits should be directed to Michael Vennova.

Upon returning from FMLA leave, an employee will be restored to their original job or an equivalent job with equivalent benefits, pay, seniority, and other employment terms and conditions as provided by the Family and Medical Leave Act.

Taking another job while on family or medical leave or any other authorized leave may lead to disciplinary action, up to and including discharge.

Workers’ Compensation

As required by law, the company provides workers' compensation benefits for the protection of employees with work-related injuries or illnesses.

Workers' compensation insurance provides coverage to employees who receive job-related injuries or illnesses. If an employee is injured or becomes ill as a result of their job, it is the employee's responsibility to immediately notify a supervisor of their injury in order to receive benefits. Report every injury or illness to a supervisor, regardless of severity. Where legally permissible, the company reserves the right to require medical intervention for injuries sustained in the course of duty. The company may determine the facility or provider by whom medical care is rendered. You may be asked to cooperate with Workers' Compensation investigations, documentation requests, fitness for duty protocol, return to work programs, and/or other procedures related to having sustained an injury during the course of duty. Cooperation with all necessary aspects of injury reporting and related Workers' Compensation activity is required.

Failure to adhere to the expectations herein may result in denial of Workers' Compensation and/or disciplinary action, up to and including termination.

Section 4 - On the Job Practices and Policies

Employment Records

At Emmy Drafts, we maintain accurate and up-to-date employment records for all employees. These records include personal information, employment history, performance evaluations, and other relevant employment documents. Employees have the right to access their own employment records and should contact HR for such requests. We are committed to protecting the confidentiality of your employment records and will not disclose information to external parties without your consent, except as required by law.

Payroll

All employees of the company are paid every two weeks. The employer takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that they are paid promptly on the scheduled payday.

By law, the company is required to make deductions for Social Security, federal income tax, and any other appropriate taxes. These required deductions may also include any court-ordered garnishments. Your payroll stub will also differentiate between regular pay received and overtime pay received. If you believe there is an error in your pay, bring the matter to the attention of Michael Vennova immediately so that the company can resolve the issue as quickly as possible.

Overtime

Our Overtime Policy at Emmy Drafts is designed to comply with federal and state labor laws. Non-exempt employees will receive overtime pay at a rate of one and a half times their regular hourly rate for hours worked over 40 in a standard workweek. Overtime work must be approved in advance by your supervisor. This policy ensures fair compensation for extended work hours while also helping the company manage and allocate resources effectively.

Timekeeping

At Emmy Drafts, accurate timekeeping is essential for compliance and fairness. All non-exempt employees are required to record their working hours using our designated timekeeping system. This includes the accurate recording of start, end, and break times each workday. Exempt employees are expected to report their time off. All employees must ensure their time records are complete and accurate, and any discrepancies should be reported to HR immediately. This policy helps maintain transparency and ensures employees are compensated correctly for their time.

Working Schedule

It is the employee’s responsibility to accurately report time worked and to conform to work schedules and overtime policies in effect at the time. Work performed outside of authorized work hours may lead to disciplinary action unless approved by a supervisor in writing.

Employees will be provided with meal and rest periods as required by law. Your supervisor will provide further details.

Nursing Parents Policy

Emmy Drafts supports breastfeeding parents by accommodating those who wish to express breast milk during the workday while separated from a nursing child.

For up to one year after the child’s birth, any employee who is breastfeeding their child will be provided reasonable break times as needed to express breast milk. Emmy Drafts will designate a private, non-bathroom space for this purpose as needed. If applicable, these breaks may run concurrent with scheduled or paid break times but are otherwise considered unpaid unless designated by state law. Where the Nursing Parents Policy and state-specific or municipality-specific mandates differ, the more generous of the two will apply.

Additionally, the company permits the storage of expressed breast milk on the property, either in a refrigerator or an employee-provided cooler, so long as the storage container is clearly labeled. Employees storing milk on the property assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering. Any questions regarding the Nursing Parents Policy may be directed to Human Resources.

Direct Deposit Emmy Drafts encourages employees to have their pay directly deposited into their bank accounts via direct deposit. Employees will receive an itemized statement of wages when Emmy Drafts makes direct deposits.

Company Vehicles Policy All employees authorized to drive company-owned or leased vehicles or personal vehicles in conducting company business must possess a current, valid driver's license and an acceptable driving record. Any change in license status or driving record must be reported to management immediately. A valid driver's license must be in your possession while operating a vehicle off or on company property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate safe driving habits at all times. Company-owned or leased vehicles may be used only as authorized by management. Employees who drive on company business must abide by all state or local laws prohibiting or limiting portable communication device use, including cell phones and tablets, and other devices while driving. Further, even if use is permitted, company policy requires hands-free use only.

Section 5 - Standards of Conduct

Non-Harassment Policy / Non-Discrimination Policy

Emmy Drafts believes that each of us should be able to work in an environment free of discrimination and harassment. To this end, the company prohibits and will not tolerate discrimination or harassment. This policy applies equally to any form of discrimination or harassment based on any legally protected status under local, state and/or federal law, including but not limited to sex, race, color, religion, disability, pregnancy, national origin, age, sexual orientation, or gender identity.

Harassment is verbal or physical conduct designed to threaten, intimidate or coerce. It includes verbal taunting (including racial and ethnic slurs) which impairs an employee’s ability to perform their job. Harassment includes but is not limited to:

Verbal conduct such as threats, epithets, derogatory comments, or slurs
Visual conduct such as derogatory posters, photographs, cartoons, drawings, images, or gestures
Physical conduct such as assault, unwanted touching, or blocking normal movement
Verbal conduct such as threats, epithets, derogatory comments, or slurs
Visual conduct such as derogatory posters, photographs, cartoons, drawings, or gestures; physical conduct such as assault, unwanted touching, or blocking normal movement

If you feel that you have been subjected to conduct that violates this policy, you should immediately report the matter to your supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory response, please contact the next level manager or Michael Vennova. Employees are permitted to report the matter directly to Human Resources if preferred.

Sexual Harassment

“Sexual Harassment” is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (a) submission to or rejection of such advances, requests, or conduct is made explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment.

Examples of sexual harassment can include, but are not limited to: asking for sexual favors in exchange for work benefits, the posting of sexually graphic materials, jokes, stories, comments, or innuendoes of a sexual nature, making sexual gestures or expressions, unwanted touching of a person’s clothing or hair, whistling or “catcalls”, staring at someone, or blocking or impeding a person’s path. It is the responsibility of the employee who is subjected to harassment or who witnesses a case of unlawful harassment to report such an incident directly to their supervisor or, if that is not appropriate, to Michael Vennova.

Reporting:

Any company employee who feels that they have been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of their supervisor or Michael Vennova. The company will promptly investigate all allegations of discrimination and harassment, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible, and the company will take appropriate action based on the outcome of the investigation.

There will be no reprisal or retaliation against anyone who reports such an incident as it is unlawful to retaliate against anyone for filing a complaint or for cooperating in an investigation of a harassment complaint. No disciplinary action will be taken without a thorough investigation of the facts, which shall include gathering statements from all parties and witnesses involved.

Responsibilities:

Employees, contractors, and temporary workers are responsible for complying with this policy by reporting all instances of alleged harassment and cooperating in any investigation of the alleged harassment.

Supervisors and managers are responsible for implementing this policy in their departments, keeping the workplace free from any form of harassment, ensuring that all associates, contractors, and temporary workers understand this policy, taking harassment complaints seriously, and notifying Human Resources immediately about any complaints of sexual or other forms of harassment.

Workplace Violence

It is Emmy Drafts’s policy that any threats, threatening language, or any other acts of aggression or violence made toward or by any company employee will not be tolerated. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment.

Employees have a duty to warn their supervisors, security personnel, or human resources representatives of any suspicious behavior, situations, or incidents that they observe or are aware of that involve other employees, former employees, customers, suppliers, visitors, or other parties. These situations include, for example, threats or acts of violence, aggressive behavior, offensive acts, threatening or offensive comments or remarks, or similar behavior. Employee reports made according to this policy will be held in confidence to the maximum possible extent. The company will not permit any form of retaliation against any employee for filing a report under this policy.

Emmy Drafts will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. To maintain workplace safety and the integrity of its investigation, the company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

Anyone found to be responsible for threats of or actual violence or other conduct that violates these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

Employee Conduct and Work Rules

At Emmy Drafts, we expect all employees to conduct themselves in a professional manner at all times. This includes adhering to our policies, respecting colleagues and clients, maintaining a positive work environment, and performing duties with integrity and diligence. Employees should avoid conflicts of interest and uphold confidentiality agreements. Violations of these work rules may result in disciplinary action, up to and including termination of employment.

Use of Computer and Communication Systems

The communication and computer systems at Emmy Drafts are vital tools for our business operations. Employees are expected to use these resources responsibly and primarily for work-related purposes. Personal use should be limited and non-disruptive to your duties. All activities on company systems may be monitored and are subject to audits. Employees must adhere to our cybersecurity policies to protect sensitive data and maintain network integrity.

Punctuality and Attendance

Scheduled hours may vary depending on work location and job responsibilities. Supervisors will provide employees with their work schedules. Should an employee have any questions regarding their work schedule, the employee should contact the supervisor. The company does not tolerate absenteeism without an excuse. Employees who will be late to or absent from work should notify a supervisor in advance, or as soon as practicable in the event of an emergency. Employees who need to leave early, for illness or otherwise, should inform a supervisor before departure. Unauthorized departures may result in disciplinary action.

Employees are expected to arrive on time and ready for work. An employee who arrives after their scheduled arrival time is considered tardy. The company recognizes that situations arise which hinder punctuality; regardless, excessive tardiness is prohibited and may be subject to disciplinary action.

An employee who fails to report for their scheduled workday and has not notified their supervisor of their tardiness or absence within the first two hours of their scheduled shift will be considered a No Call No Show (NCNS). Two consecutive NCNSs are considered job abandonment and will be designated as a voluntary resignation of employment. In the case of job abandonment, the employee’s final date of employment for purposes of payroll and welfare benefits will be their last day worked.

We do recognize that there are times when absences and tardiness cannot be avoided. In such cases, you are expected to notify your supervisor as early as possible, but no later than the start of your workday. Asking another employee, friend, or relative to give this notice is improper and constitutes grounds for disciplinary action, unless unavoidable. Please call, stating the nature of your absence and its expected duration, every day that you are absent.

The company reserves the right to require reasonable proof of illness or temporary disability. Excessive absences or tardiness will result in disciplinary action up to and including termination.

Personal and Company Owned Communication Devices

The purpose of this policy is to define standards, procedures, and restrictions for end-users who have legitimate business uses for connecting a personally-owned mobile device to the company’s corporate network. This mobile device policy applies, but is not limited, to all devices and accompanying media that fit the following classifications:

Smartphones and tablets
Portable media devices
Portable gaming devices
Laptop/notebook computers
Any mobile device capable of storing corporate data and connecting to a network

The policy applies to any hardware and related software that is not corporately owned or supplied but could be used to access corporate resources. That is, devices that employees have purchased for personal use but also wish to use in the business environment. The overriding goal of this policy is to protect the integrity of the confidential client and business data that resides within the company’s technology infrastructure. This policy intends to prevent this data from being deliberately or inadvertently stored insecurely on a mobile device or carried over an insecure network where it could potentially be accessed by unsanctioned resources. A breach of this type could result in loss of information, damage to critical applications, loss of revenue, and damage to the company’s public image. Therefore, all users employing a mobile device connected to the company’s corporate network, and/or capable of backing up, storing, or otherwise accessing corporate data of any type, must adhere to company-defined processes for doing so. For approval and further information, contact your supervisor.

Company-Provided Portable Communication Devices (PCDs), including cell phones, tablets, and computers, should be used primarily for business purposes. Employees have no reasonable expectation of privacy regarding the use of such devices, and all use is subject to monitoring, to the maximum extent permitted by applicable law. This includes, as permitted by law, the right to monitor personal communications as necessary. Some employees may be authorized to use their PCD for business purposes. These employees should work with the IT department to configure their PCD for business use. Communications sent via a personal PCD also may be subject to monitoring if sent through the company's networks, and the PCD must be provided for inspection and review upon request. When sending a text message or using a PCD for business purposes, whether it is a company-provided or personal device, employees must comply with applicable company guidelines, including policies on sexual harassment, discrimination, conduct, confidentiality, equipment use, and operation of vehicles.

Personal Visitors and Telephone Calls

Disruptions during working hours can lead to errors and delays. Therefore, we ask that personal telephone calls be kept to a minimum, and only be made or received after working hours, or during lunch or break time. For safety and security reasons, employees are prohibited from having personal guests visit or accompany them anywhere in our facilities other than the reception areas. Violations of this policy may result in disciplinary action.

Inspections

Emmy Drafts wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Emmy Drafts prohibits the control, possession, transfer, sale, or use of such materials on its premises. The company may require employees while on company or client property, to agree to the inspection of their persons, personal possessions, property, and work areas including vehicles, desks, cabinets, workstations, packages, handbags, briefcases, and other personal possessions or places of concealment, as well as a personal email sent to the company or its clients. The cooperation of all employees is required to successfully administer this policy. Desks, lockers, and other storage devices may be provided for the convenience of employees but remain the sole property of the employer. Accordingly, any authorized agent or representative of the employer can inspect them, as well as any articles found within them, at any time, either with or without prior notice. Employees are expected to cooperate in the conduct of any search or inspection.

Smoking

The company complies with the Clean Air Act and has made all of our office buildings designated non-smoking areas. Smoking is not allowed on Emmy Drafts premises. This includes “vaping” or using e-cigarettes. Smoking is prohibited in all company vehicles.

Confidential Company Information

Protecting confidential company information is crucial to our success at Emmy Drafts. This includes client data, trade secrets, internal strategies, and any non-public information. Employees must not disclose this information without proper authorization and should take all necessary precautions to safeguard it. Any unauthorized sharing of confidential information may result in disciplinary action and legal consequences.

No Solicitation / No Distribution

Emmy Drafts works hard to maintain a pleasant and cooperative relationship with employees in all matters. However, no business relationship can operate efficiently if there are frequent work interruptions. As such, employees may not solicit for any cause, or distribute literature of any kind (for themselves or another employee) for any purpose during working time.

Non-employees are not permitted to solicit employees or distribute materials for any purpose on company property at any time.

Conflict of Interest and Business Ethics

All active employees must notify the company before they take outside employment so that the company will have reasonable notice to decide whether it sees, at that time, any conflict of interest. An employee may hold a job with another organization as long as they satisfactorily perform their job responsibilities with the company, including scheduling requirements, and that the position is approved in advance. Employees should consider the impact that outside employment may have on their health and physical endurance and safety. All employees will be judged by the same performance standards and will be subject to the employer's scheduling demands, regardless of any existing outside work requirements. The company retains the right to prohibit second jobs if it considers them to be a safety exposure.

The purpose of this policy is to ensure that the company's reputation is not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the company.

Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. Employees can seek further clarification on issues related to the subject of acceptable standards of operation. Situations that would constitute a conflict in most cases include but are not limited to:

Transactions with outside firms that are not conducted within a framework established or controlled by the executive level of the organization.
Bribes, bonuses, fringe benefits, unusual price breaks, or excess volumes designed to benefit another company, an employee, a relative, or an acquaintance.
Holding an interest in, or being employed by, any company that competes with Emmy Drafts.

No "presumption of guilt" is created by the mere existence of a relationship with outside personnel. However, if an employee has any influence on transactions involving purchases, contracts, or leases, they must disclose to an officer of the organization as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. A conflict of interest would also exist when a member of an employee's immediate family is involved in situations such as those above.

Equipment and Property Including Intellectual Property

Employees are prohibited from any unauthorized use of the company's intellectual property, such as audio and video, print materials, and software.

Equipment essential in accomplishing job duties is often expensive and difficult to replace. Improper or unsafe use of equipment can result in disciplinary actions being taken, up to and including discharge. Employees are expected to follow safety standards and guidelines, as well as follow all operating instructions. Employees must notify a supervisor if equipment, machines, or Company property appears to be damaged or in need of repair.

Furthermore, the company is not responsible for any damage to employees' personal belongings unless the employee's supervisor requested that the employee use their personal property for work purposes.

Health and Safety

The health and safety of our employees are of paramount importance at Emmy Drafts. We are committed to providing a safe and healthy work environment, complying with all applicable health and safety laws and regulations. Employees are expected to follow all safety guidelines and report any hazards, injuries, or health and safety concerns to management or HR immediately. Regular training and updates on health and safety practices will be provided to ensure that all employees are aware of and understand their responsibilities in maintaining a safe workplace.

Hiring Relatives

It is well-accepted that the employment of relatives and personal friends in the same area of an organization can cause serious conflicts and problems. In these circumstances, all parties, including supervisors, leave themselves open to charges of inequitable consideration in decisions.

Emmy Drafts’s policy is that relatives, friends, or individuals who live with, but are not legally related to, persons currently employed by the company may be hired only if they will not be working directly for or supervising a relative or personal friend, or will not be working directly above the relative's immediate superior or directly for the relative's immediate subordinate. If already employed, they cannot be transferred into such a reporting relationship. If the relative relationship is established after employment, the individuals concerned will decide who is to be transferred if there is a position opening that the individual is qualified to satisfy. If that decision is not made within 30 days, management will decide. This policy takes effect as of the date this manual was originally distributed.

Business Expense Reimbursement

Employees may be reimbursed for reasonable, approved expenses incurred in the course of business. These expenses must be approved by your supervisor and may include air travel, hotels, motels, meals, cab fare, rental vehicles, or gas and car mileage for personal vehicles. Contact your Supervisor in advance if you have any questions about whether an expense will be reimbursed.

References

Emmy Drafts will respond to reference requests through Human Resources.

Verification of employment: HR handles the verification of employment requests. If contacted to verify employment, HR will provide your first and last days worked, and your eligibility for rehire. HR will not communicate any other information about your employment without your express written consent.
References: While HR does not provide references or letters of recommendation on behalf of the company, Emmy Drafts endorses and will not interfere with an employee's personal request to a colleague or a manager to provide a reference or a letter of recommendation. Any such reference is at the discretion of the individual and is not necessarily representative of the company.

Recording Device Policy Due to the potential for issues such as invasion of privacy, sexual harassment, and loss of productivity, no employee may use a camera phone function on any phone on company property or while performing work. The use of recorders or other types of voice recording devices anywhere on company property, including to record conversations or activities of other employees or management, or while performing work for Emmy Drafts, is also strictly prohibited unless the device was provided to you by Emmy Drafts and is used solely for legitimate business purposes.

Social Media Policy Information published on any social networking site should not reveal any information designated by Emmy Drafts as confidential and must not disclose any trade secret, such as client information or marketing efforts. This also applies to comments posted on other blogs, forums, and social networking sites. The company respects the right of any employee to maintain a blog, web page, or to participate in a social networking site. All rules regarding confidential and proprietary business information apply in full to blogs, web pages, social networking, Twitter, and similar sites. Any information that cannot be disclosed through a conversation, a note, or an e-mail also cannot be disclosed in a blog, web page, social networking, Twitter, or similar site. Any conduct that is impermissible under the law if expressed in any other form or forum is impermissible if expressed through a blog, web page, social networking, Twitter, or similar site. You should not post content about the company, management, co-workers, or customers that is discriminatory, libelous, or threatening or a violation of the company's policies against discrimination on account of race, age, religion, sex, ethnicity, nationality, sexual orientation, gender identity, disability, or other protected class, status or characteristic. Emmy Drafts encourages all employees to keep in mind the speed and manner in which information posted on a blog, web page, and/or social networking site is received and often misunderstood by readers. Employees must use their best judgment. Employees with any questions should review the guidelines above and/or consult with their manager. Published information should not reveal confidential information, nor may it disclose any trade secret. Emmy Drafts logos and trademarks may not be used without the written consent of an officer of Emmy Drafts.

Travel and Expense Policy

Emmy Drafts’s policy is to reimburse team members for reasonable expenses that occur during travel for business purposes. Travel must be approved in advance by management and all expenses must be submitted for reimbursement within 30 days of the completion of travel.

Travelers Responsibility

It’s important to keep travel expenses reasonable and seek low-cost travel opportunities whenever possible. Managers have the responsibility for reviewing and approving expenditures and withholding reimbursement if an inappropriate or extravagant expense is incurred.

Hotels

Overnight accommodations will be reimbursed at reasonable room rates.

Air Travel

It is important to choose airfare that is cost-effective and purchase tickets several weeks in advance to avoid additional costs for last-minute fares. First-class fares require prior approval by management.

Vehicle Travel

A valid driver's license is required for all vehicle travel. For personal and rental vehicles, appropriate insurance should be purchased and maintained. Mileage for use of personal vehicles will be reimbursed.

Excluded Travel Expenses

Below are some examples of non-reimbursable expenses:

Travel expenses not directly related to company business
Airline lounge fees
Airline club membership fees
First-class flights and upgrades
Clothing for business travel
In-flight entertainment, pay-per-view movies
Activities not related to company business
Expenses incurred from missing flights
Expenses incurred from unused reservations (for example, reservations that should have been canceled by were not)
Travel expenses for family members

Remote Work Policy

Emmy Drafts is committed to enabling remote work when possible, appropriate, and aligned with business needs. The purpose of this policy is to help enable productive remote work and establish guidelines and expectations.

Scheduling and Expectations

In order to stay aligned with team members, it is important to be available during normal work hours. This includes the need for timely communication and being available throughout the workday. The total number of hours that employees with remote work agreements are expected to work does not change, regardless of work location.

Working remotely is not intended to serve as a substitute for child or adult care. If children or adults in need of primary care are in the same work location during employees’ work hours, another person must be present to provide the care. If an employee’s schedule needs to be modified to assist with child or adult care responsibilities, they should discuss this with their manager.

Expectations

All work rules and policies apply to work performed remotely. Employees must agree to comply with Emmy Drafts’s rules, policies, practices, and instructions and understand that violation of such may result in disciplinary action, up to and including termination. Employees who work remotely are subject to the same policies as other employees, including policies relating to information security and data protection.

Liability

Emmy Drafts assumes no responsibility for injuries occurring in the employee's alternate work location outside the agreed-upon work hours or for injuries that occur during working hours but do not arise out of and in the course of employment. The company also assumes no liability for damages to employees’ real or personal property resulting from working remotely. Workers' compensation coverage is limited to designated work areas in employees' homes. Employees agree to practice the same safety habits they would use in a central workplace and maintain safe conditions in their alternate work locations. Employees must follow normal procedures for reporting illness or injury.

Company Information

Employees must safeguard company information used or accessed while working remotely. Employees working remotely must agree to follow company-approved security procedures in order to ensure the confidentiality and security of data.

Timekeeping

Employees who are working remotely and are not exempt from the requirements of the Fair Labor Standards Act will need to use the company’s standard time recording system.

Virtual Meetings Policy

The purpose of this policy is to help set consistent expectations for virtual meetings with the goal of keeping meetings productive and creative.

General Guidelines and Expectations

It is important to be on time for meetings
Although sometimes disruptions occur, working in a quiet, distraction-free environment is important
All company policies and procedures apply during virtual meetings
It is a good practice to mute yourself when you’re not speaking
Turn off alerts and silence cell phones
Turning on video is strongly recommended
Avoid smoking, vaping, and eating during the meeting
If eating is unavoidable, it's best practice to turn off your camera

Section 6 - Handbook Acknowledgements

General Handbook Acknowledgment

This General Handbook Acknowledgment is to confirm that you, as an employee of Emmy Drafts, have received and understood the contents of the Employee Handbook. By signing this acknowledgment, you agree to adhere to the policies and procedures outlined in the handbook and understand that these guidelines are an essential part of your employment with Emmy Drafts. This acknowledgment also serves as an agreement that if the handbook is amended, you will adhere to the new policies as well.

Receipt of Non-Harassment Policy

This receipt is to acknowledge that you have received, read, and understood the Non-Harassment Policy of Emmy Drafts. Our Non-Harassment Policy is integral to maintaining a respectful and inclusive work environment. By signing this, you acknowledge your responsibility to abide by this policy and to contribute to an environment free from harassment of any kind.

Receipt of Sexual Harassment Policy

By signing this document, you acknowledge that you have received, read, and understood the Sexual Harassment Policy of Emmy Drafts. This policy outlines the company's zero-tolerance stance on sexual harassment and provides guidelines for reporting and addressing such incidents. Your signature confirms your commitment to uphold this policy and contribute to a safe and respectful work environment.

Texas State and Local Policies

Texas Policies

Texas Voting Leave

Employees who do not have two consecutive hours before or after their shift during the period between the time the polls open and close are eligible to receive time off from work to vote.

Employees must submit a request to their supervisor at least two weeks in advance for any planned leave. In cases of emergency or unforeseen circumstances, employees should notify their supervisor as soon as possible. Leave requests will be considered based on operational needs and staffing requirements. It's important to note that Texas law may have specific provisions for certain types of leave, such as jury duty or voting, which Emmy Drafts will adhere to.

Texas Policies

Texas - Final Paycheck

The company will provide an employee with their final paycheck as follows:

If the employee is terminated: Within six days.
If the employee quits: By the next regular payday.
If the employee dies: To the executor of the estate or the legally designated representative, Emmy Drafts will release any final wages and benefits due to the deceased employee. This process will be conducted in compliance with Texas state laws governing the distribution of deceased employees' pay and benefits. The company will also provide assistance in transferring any company-sponsored benefits to the appropriate beneficiaries, as per the policies of those benefits.

Leaving Our Company

In this section, we describe our procedures regarding the resignation and termination of our employees. We also refer to our progressive discipline process that may sometimes result in termination.

Progressive Discipline

Here we outline steps we will take to address employee misconduct. We want to give employees a chance to correct their behavior when possible and assist them in doing so. We also want to ensure that we thoroughly investigate and handle serious offenses.

Our progressive discipline process has six steps of increasing severity. These steps are:

Verbal warning
Informal meeting with supervisor
Formal reprimand
Formal disciplinary meeting
Penalties - Write Up
Termination

Different offenses correspond to different steps in our disciplinary process. For example, minor, one-time offenses (e.g. breach of our dress code policy) will trigger Step 1. More severe violations (e.g. sexual harassment) will trigger step 5.

If you manage employees, inform them when you launch a progressive discipline process. Pointing out a performance issue is not necessarily a verbal warning and may be part of your regular feedback. If you judge that progressive discipline is appropriate, let your team member know and ask HR to help you explain our full procedure.

Managers may skip or repeat steps at their discretion. Our company may treat circumstances differently from that described in this policy. But, we are always obliged to act fairly and lawfully and document every stage of our progressive discipline process.

Keep in mind that our company isn’t obliged to follow the steps of our progressive discipline process.

directly without launching a progressive discipline process. For serious offenses (e.g.

sexual harassment), we may terminate you without warning.

Resignation

You resign when you voluntarily inform HR or your manager that you will stop working for our company. We also consider you resigned if you don’t come to work for three consecutive days without notice.

You are not obliged to give us advance notice before resigning. But, for efficiency’s sake, and to make sure our workplace runs smoothly, we ask that you give at least two weeks notice, if possible. If you hold a highly specialized or executive position, we ask that you give us at least a month’s notice, when possible.

We accept verbal resignations, but we prefer that you submit a written and signed notice of resignation for our HR records. We will reply with an acceptance of the resignation letter within two days. HR will inform your manager that you are resigning if you haven’t already done so. Whether you want to announce your resignation to your team is up to you, but we encourage you to be open.

Tuition Or Relocation Reimbursement

If you have relocated or studied at our company’s expense, you are bound by your contract to remain with us for at least one year. If you resign before that period, you may have to reimburse us for part or all of these expenses.

Forced Resignation

You can resign anytime at your own free will and nobody should force you into resignation. Forcing someone into resigning (directly or indirectly) is constructive dismissal and we won’t tolerate it. Specifically, we prohibit employees from:

Creating a hostile or unpleasant environment.
Demanding or coaxing an employee to resign.
Victimizing, harassing or retaliating against an employee.
Forcing an employee to resign by taking unofficial adverse actions (e.g. demotions, increased workload).

Termination

Terminating an employee is always unpleasant but sometimes necessary. If that happens, we want to ensure we act lawfully and respectfully.

We may terminate an employee either for cause or without cause.

For cause termination is justified when an employee breaches their contract, engages in illegal activities (e.g. embezzlement), disrupts our workplace (e.g. harasses colleagues), performs below acceptable standards or causes damage or financial loss to our company.
Without cause termination refers to redundancies or layoffs that may be necessary if we cease some of our operations or re-assign job duties within teams. We will follow applicable laws regarding notice and payouts.

We will offer severance pay to eligible employees. We may also help employees who were terminated without cause to find work elsewhere, if possible.

We may also compensate accrued vacation and sick leave upon termination, depending on local law. Whenever local law doesn’t have relevant stipulations, we will pay accrued leave only to those who weren’t terminated for cause. We will also take into account union agreements and abide by agreed terms.

If you manage team members, avoid wrongful dismissal. When you terminate an employee for cause, we expect you to be certain you made the right choice and keep accurate performance and/or disciplinary records to support your decision.

References

When we terminate employees, we may provide references for those who leave in good standing. This means that employees shouldn’t have been terminated for cause. If you are laid off, you may receive references. Please ask your manager.

If you resign, you may ask for references and your manager has a right to oblige or refuse.

Policy Revision

We will always strive for fairness and equal opportunity and penalize offensive and illegal behaviors. But, as laws and our environment change, we may revise and modify some of our policies.

We have established a quarterly revision of our handbook to bring it up to date with legislation and employment trends. We also ask you to contact HR if you spot any inconsistencies or mistakes. And, if you have any ideas about how to improve our workplace, we are happy to hear them.

Employee Acknowledgement

Please sign to acknowledge that you’ve read this handbook and that you are committed to following our policies. If you need any clarifications, feel free to ask HR.

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January 23, 2024 2:55 PM CDT

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