1. Employee Records
1.1. Employee Hire Records
1.2. Hourly Employee Manual
1.3. Salaried Employee Manual
1.4. Supplemental
1.4.1. Understanding Annual W-2
1.4.2. Designated Beneficiary
1.4.3. Contract Employees
2. Payroll Processing -Policies
2.1. Time in a Box Clock
2.2. Salaried Policy & Procedures
2.3. Departments
2.4. Employment Termination
3. Employee Benefits
3.1. Voluntary Employee Insurance
3.2. Cafeteria Plan (IRC Section 125)
3.3. Savings Program
3.4. Garnishments
3.5. 401K Program
• Pension Protection Act of 2006
3.6. Charities
4. Employee Safety
4.1. Policies
4.2. Substance Abuse
4.3. Mandated Documentation
4.3.1. First Injury Report
4.3.2. OSHA Log
4.3.3. Worker’s Right to Know Act
4.4. Worker’s Compensation
4.5. Safety Committee
5. Records
5.1. Government Poster Requirements
5.2. Maintenance of Short-Term Documents
5.3. Archive Maintenance
COMPANY INTRANET
BENEFITS
ELIGIBILITY
ALL Employees: are eligible to participate in Unemployment
Insurance and Workers Compensation on the first day of work.
Hourly:
- Optional programs are open to all FULL time employees after
60 days of continuous service
Salaried:
- Optional programs are open to all FULL time employees after
30 days of continuous service
After one year of continuous services all employees may
participate in the company's 401k Retirement Plan
OPTIONAL PROGRAMS
- Major Medical Insurance * (Company contributes to employee
insurance. Employee may elect insurance for dependents.
Exceeds minimum requirements as established under the
Affordable Care Act)
- Vision Insurance *
- Dental Insurance *
- Life Insurance (Company provide every employee with $5000
policy. Employees may elect additional coverage)
- Short Term Disability Insurance *
- 401k Retirement Plan (Company provides 50% match up to a
5% employee deferment. Employees may defer additional
amounts up to federal limits.)
- Savings Plans
- Paid Holidays and Vacation
- Family and Medical Service Leaves
- Jury Duty Pay
* PRETAX DEDUCTIONS
The company administers Medical, Dental, and Short Term
Disability under IRC Section 125, sometines referred to a
Cafeteria Plan. It allows the employee to deduct the cost of
insurance from their Gross Taxable wages. This treatment is
automatic unless the employee elects to WAIVE OUT.
This treatment limits the employee from making certain
change in these tax exempt elections. Please contact Human
Resources for more information.
The company's Section 125 Plan does not have a Flexible
Spending Arrangement. It allows only employee insurance
premium pay-ments to be included.
Refer to documentation
on the company's Intranet for details of this plan
Human Resource Manual
- Employee Benefits, Cafeteria Plan