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126482 Thor Handbook body 0815 Flipbook PDF
126482 Thor Handbook body 0815
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THOR MOTOR COACH EMPLOYEE HANDBOOK Revised August 2015
TABLE OF CONTENTS A Message from the President THOR Credo The History of THOR MOTOR COACH WHAT TO EXPECT FROM THOR MOTOR COACH Employment at Will Equal Employment Opportunity Employer Discrimination and Harassment Immigration Law Compliance Disability Accommodation Confidential Whistleblower Hotline Drug and Alcohol Policy Employee Orientation Confidential/Proprietary Information Probationary Period Payment of Employees Time Cards Working Hours Lunch and Breaks Overtime Work Personal Information Child Labor Laws Housekeeping Cost Control Payroll Direct Deposit Attendance Policy Jury Duty/Subpoena Manufacturing Employee Transfers and Promotions Group Leader Business Conduct Employee Relations/Chain of Command Code of Conduct / Work Rules Progressive Discipline Violence Prevention 1
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Audio Equipment Smoking Policy Information Technology Personal Telephone Calls Use of Company Property Vehicle Use for Business Parking Weather Emergencies Dress Code Supplier Solicitation Quit Without Notice/Job Abandonment Termination Information Rehire Policy Worker’s Compensation Medical Transportation Return to Work for Injured Employees BENEFITS Family and Medical Leave Non-‐Qualified Leave of Absence Personal Leave of Absence Military Leave of Absence Indiana Family Military Leave Holidays Shutdown Pay Bereavement Lactation Policy ELECTIVE EMPLOYEE BENEFITS Group Medical Insurance Group Dental Insurance Group Term Life Insurance Retirement Savings Plan Continuation of Benefits (COBRA) HANDBOOK ACKNOWLEDGMENT FORM 2
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A MESSAGE FROM THE PRESIDENT Welcome to THOR MOTOR COACH! You are joining a winning team -‐ the number one volume manufacturer of Motor Homes in all of North America. We pride ourselves on building outstanding products and providing a great work environment for all team members. THOR MOTOR COACH is a subsidiary of Thor Industries Inc., the largest RV manufacturer in the world. Thor Industries Inc. is a publicly traded company on the New York Stock Exchange with strong financial backing. THOR MOTOR COACH is given great decision making autonomy at our company level so we have a smaller company culture within a large public company environment. That is a win-‐win for all team members. THOR MOTOR COACH employees pride ourselves in building the best possible, most innovative Motor Homes for our customers. Our customers deserve the best products we can produce and we try to build them that way every working day. This past year the company received several quality awards and we hope to achieve equal or higher award levels this year. The company is truly only as good as all the great employees that work at THOR MOTOR COACH. Each employee contributes to make a real difference in the products and services we provide our customers. Through a team oriented environment all employees can be part of future company success. We expect you are joining us to be part of this exciting atmosphere. In order for us to be as successful as possible, there are certain rules and guidelines that we have spelled out in this employee handbook for you. It is your responsibility to read through the handbook and if at any time you need clarification on any policy or procedure you can consult with your supervisor or go directly to the Human Resources Department. The goal of the handbook is to provide as much information to you as possible so that you understand what we expect from you as a valued employee of THOR MOTOR COACH, and what we offer you in return. I am confident that you will find working for THOR MOTOR COACH to be a rewarding experience and we are thrilled to have you on our team! Sincerely, Jeff Kime President
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The THOR CREDO Our Customers-‐ Our customers are the most important people in our business. Our customers are not dependent on us…we are dependent on them. Our customers do us a favor when they call…we are not doing them a favor by serving them. Our customers are the reason why we are in business…without them, we have no purpose. Our customers are not cold statistics…they are human beings with feelings and emotions like our own. Our customers bring us their wants…it is our job to fill their wants and listen to their ideas. And finally…our customers deserve the most courteous service and the finest value product we can provide. 4
THE HISTORY OF THOR MOTOR COACH
FOUR WINDS INERNATIONAL 1990
DAMON MOTOR COACH 1998
Thor Motor Coach was established in 2009 as a merger between Four Winds International and Damon Motor Coach. Both Four Winds and Damon were leaders in the RV Industry and wholly owned subsidiaries of THOR Industries. The two companies built similar products and shared the same vision of building excellent quality products for our customers. It was decided that the two individual companies would join forces and establish the best practices of both to become stronger than ever before. Thus, Thor Motor Coach was born, a new collaboration comprised of two companies that had been very successful for many years prior as separate companies. The possibilities of even greater success as a merged company were endless and every day we continue to seek out best practices, and build the best possible products for our customers. 5
WHAT TO EXPECT FROM THOR MOTOR COACH NATURE OF EMPLOYMENT / EMPLOYMENT AT WILL This handbook is intended to provide employees with a general understanding of our Human Resources policies. Employees are encouraged to familiarize themselves with the contents of this handbook, for it will answer many common questions concerning employment with THOR MOTOR COACH. This handbook cannot explain or answer every question concerning employment. It is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor THOR MOTOR COACH is bound to continue the employment relationship if either chooses, at will, to end the relationship for any reason, with or without notice. Employment is strictly at will and nothing contained in this handbook creates an express or implied contract of employment. In order to retain necessary flexibility in the administration of policies and procedures, THOR MOTOR COACH reserves the right to alter, amend, or eliminate any of the policies or benefits described in this handbook. EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER It is THOR MOTOR COACH’s policy to provide equal opportunity without regard to race, sex, pregnancy, childbirth or related medical conditions, gender, color, age, physical or mental disability, religion, national origin, military or veteran status, ancestry, sexual orientation, familial status, citizenship status, genetic information, marital status, or any other characteristics protected by law under applicable federal, state, and local law. This policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, demotion, transfer, disciplinary action, termination, compensation, and all other conditions of employment.
DISCRIMINATION AND HARASSMENT POLICY Discrimination or harassment of an employee by other employees, outside vendors, consultants, or customers is prohibited. Such behavior is prohibited in the workplace as well as on business trips, in business meetings, or at business-‐related social events. 1. THOR MOTOR COACH prohibits discrimination on the basis of race, sex, pregnancy, childbirth or related medical conditions, gender, color, age, physical or mental disability, religion, national origin, military or veteran status, ancestry, sexual orientation, familial status, citizenship status, genetic information, marital status, or any other characteristics protected by law. 2. Harassment based on sex is strictly prohibited. For purposes of this policy, unwelcome sexual advances, requests for sexual favors, other verbal and physical conduct, or electronic communications of a sexual nature violate THOR MOTOR COACH’s sexual harassment policy. Depending on the circumstances, prohibited conduct may include, but is not limited to: comments regarding sexual prowess, sexual preferences, or sexual deficiencies; leering, whistling, or touching; obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; 6
sexually suggestive emails or texting; and other physical, verbal, or visual conduct of a sexual nature. Sexual harassment may involve conduct between individuals of the same or different genders. 3. Harassment on the basis of any other protected characteristic is also strictly prohibited. Verbal or physical conduct that degrades or shows favoritism or hostility toward an individual because of his or her race, sex, pregnancy, childbirth or related medical conditions, gender, color, age, physical or mental disability, religion, national origin, military or veteran status, ancestry, sexual orientation, familial status, citizenship status, genetic information, marital status, or any other characteristics protected by law violates this policy. This type of harassing conduct includes, but is not limited to: slurs, or negative stereotyping; threatening, intimidating, or hostile acts; degrading jokes; or written or graphic materials placed on walls or elsewhere on THOR MOTOR COACH’s premises that show hostility or aversion. 4. Retaliation against an individual for reporting discrimination or harassment or for participating in an investigation of a claim of discrimination or harassment is prohibited under this policy. Reporting an Incident of Discrimination, Harassment, or Retaliation Employees who believe they are being subjected to harassment, should, if they are comfortable doing so, advise the offender that his or her behavior is offensive and request that it stops immediately. Employees who are not comfortable doing this, or who have done this and continue to be subjected to the offensive behavior, are required to report the behavior promptly to their immediate Supervisor, the Human Resources Department, or any other member of management. THOR MOTOR COACH requires prompt reporting of all perceived incidents of discrimination, harassment, or retaliation regardless of the offender’s identity or position. Prompt reporting and intervention have proved to be the most effective method of resolving actual or perceived incidents of discrimination, harassment and retaliation. Responsive Action and Resolution of Complaints All reported allegations of discrimination, harassment, or retaliation will be investigated immediately. The Human Resources Department is responsible for investigating complaints. Confidentiality will be maintained to the extent possible throughout the investigatory process. Misconduct will be dealt with appropriately. Responsive action may include training, referral to counseling, and/or disciplinary action such as warning, reprimand, reassignment, suspension, or termination as THOR MOTOR COACH believes is appropriate under the circumstances. False and malicious complaints of discrimination, harassment, and/or retaliation, (as opposed to good faith complaints even if erroneous), may be the subject of disciplinary action. THOR MOTOR COACH will advise the complaining employee of the resolution of his or her complaint.
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IMMIGRATION LAW COMPLIANCE THOR MOTOR COACH is committed to employing only United States citizens and non-‐citizens who are legally authorized to work in the United States. To this end, THOR MOTOR COACH must verify employment eligibility for each employee, except employees hired on or before November 6, 1986, who have been continuously on THOR MOTOR COACH’s payroll since that date. Employees hired after November 6, 1986 must timely complete the Employment Eligibility Verification form (“Form I-‐9”) and present original documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the Form I-‐9 if they have not completed a Form I-‐9 with THOR MOTOR COACH within the past three years or if their previous I-‐9 is no longer retained or their work authorization has expired.
The Form I-‐9 lists acceptable document(s) that may be used to verify identity or employment eligibility. Employees can supply one document from List A, or one document from List B and one document from List C. The choice of which document(s) to present belongs entirely to the employee. THOR MOTOR COACH will not specify or suggest which documents it will accept from an employee and will not request additional or different documents once provided with documents sufficient to establishment identity and eligibility to work.
The employee should present original documents by the first day of work. However, the law— in most situations—allows employees three business days to do so. THOR MOTOR COACH will not continue to employ individuals who cannot produce the required documents or, in certain situations, a receipt for a replacement document within three business days of their first day of employment. THOR MOTOR COACH may, as it deems necessary, conduct internal audits of its Form I-‐9s to assure compliance with the I-‐9 verification procedure.
THOR MOTOR COACH prohibits employees from falsifying any information on any Company record, report or other document, including the Form I-‐9. Therefore, falsifying the Form I-‐9 will result in immediate termination. In addition, from time to time, THOR MOTOR COACH may receive a so-‐called “no-‐match” notice— that is, a notification that the information an employee has given THOR MOTOR COACH does not match the records of the Social Security Administration (“SSA”) or the Department of Homeland Security (“DHS”). THOR MOTOR COACH has adopted a policy of responding to “no-‐match” notices. THOR MOTOR COACH’s response will depend on the circumstances of each no-‐match.
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DISABILITY ACCOMODATION THOR MOTOR COACH is committed to complying fully with the Americans with Disabilities Act as Amended (“ADA”) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-‐discriminatory basis. Hiring procedures have been reviewed and provide persons with disabilities meaningful employment opportunities. Pre-‐employment inquiries are made only regarding an applicant’s ability to perform the duties of the position. Medical records will be kept confidential and maintained in separate folders apart from personnel files. Reasonable accommodation is available to all qualified persons with a disability under the ADA, where their disability affects the performance of essential job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria. Employees who believe they have a mental or physical disability and require reasonable accommodation to perform the essential functions of their job should contact their plant manager, supervisor, or the Human Resources Department. THOR MOTOR COACH will then engage in an interactive dialogue with the individual employee to verify the existence of a disability covered under the ADA, identify possible accommodations, and determine which accommodations, if any, the Company can reasonably provide under the specific circumstances without resulting in undue hardship to THOR MOTOR COACH or presenting a direct threat to the employee or other THOR MOTOR COACH employees. Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. THOR MOTOR COACH is also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability as defined by the ADA. THOR MOTOR COACH will follow any state or local law that provides individuals with disabilities greater protection than the ADA. This policy is neither exhaustive nor exclusive. THOR MOTOR COACH is committed to taking all actions necessary to ensure equal employment opportunity for persons with qualified disabilities in accordance with the ADA and all other applicable federal, state, and local laws.
CONFIDENTIAL WHISTLEBLOWER HOTLINE In conjunction with Thor Industries, THOR MOTOR COACH participates in an anonymous whistleblower hotline that allows any employee to call on a strictly confidential and anonymous basis to report concerns regarding questionable accounting and auditing matters. Any employee reporting a complaint of this nature or providing information or assistance in an investigation will be protected from retaliation. When making a call dial toll free 1-‐888-‐212-‐2098.
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DRUG AND ALCOHOL POLICY THOR MOTOR COACH is committed to providing a safe working environment and, likewise, expects its employees to report to their jobs physically and mentally fit for work. To promote this goal, THOR MOTOR COACH must take a firm and positive stand against drug and alcohol abuse. This policy is intended to ensure a drug and alcohol free work environment for the benefit of employees of THOR MOTOR COACH. Any employee who is using prescribed medication under a doctor’s care that could impair or limit the employee’s ability to perform safety-‐sensitive functions is encouraged to discuss the effects of the medication with their Plant Manager. Employees should only describe the medication and its possible effects. THOR MOTOR COACH will work with the employee to determine an appropriate course of action. Illicit Drugs and Alcohol THOR MOTOR COACH does not allow the use, sale, distribution, purchase, intent to deliver, or possession of illegal drugs or alcohol on company property at any time. Improper or unauthorized use of prescription medication is also prohibited. Drug and Alcohol Testing Policy 1. Post Offer Drug Screening: All conditional employees including full-‐time, part-‐time, and rehires are required to undergo a post-‐offer drug screen at a medical facility authorized by THOR MOTOR COACH. If the conditional employee’s test results are positive his/her conditional job offer will be rescinded. 2. Employee Drug/Alcohol Testing: Certain circumstances will cause an employee to undergo mandatory drug/alcohol screening. Examples of these circumstances are as follows: Post Injury, Reasonable Suspicion, or Rehabilitation. Any employee who is involved in an accident, injured on the job, damaged company property in an accident or exhibits impaired actions of any kind will be subject to drug and alcohol testing. In addition, any employee who is in a post-‐rehabilitation status and returns from a leave of absence will be subject to drug and alcohol testing at the discretion of the company for a period of twelve (12) months. 3. Random – THOR MOTOR COACH may at any time randomly require employees to submit to a drug/alcohol test. When random testing is conducted the employees selected at random will be selected by an impartial third-‐party.
EMPLOYEE ORIENTATION Each employee joining THOR MOTOR COACH is required to attend the Safety and Human Resources orientation before they begin working. This training includes general safety, emergency, hazardous chemical communication safety, fire safety, lockout – tagout, and blood borne pathogen training. Also covered are scaffold and fall protection safety, safe use of ladders, power and hand tools, and the prescribed use of personal equipment tools as well as proper use of utility knives and the importance of wearing personal protective equipment. Each employee is also provided information concerning company pay practices and work rules including THOR MOTOR COACH’s anti-‐harassment policy and a brief overview of the company benefits offered. 10
CONFIDENTIAL/PROPRIETARY INFORMATION It is the responsibility of all THOR MOTOR COACH employees to safeguard sensitive Company information. The nature of our business and the economic well-‐being is dependent on maintaining and protecting proprietary information. Continued employment with the Company is contingent upon compliance with this policy. Sensitive Company information is defined as trade secrets or confidential information relating to products, processes, know how, customers, designs, drawings, formulas, test data, marketing data, accounting, pricing or salary information, business plans and strategies, negotiations and contracts, and inventions and discoveries. Any reproduction, distribution, or recording of the aforementioned material without authorization is a violation of company policy and may result in disciplinary action up to and including termination. Unless otherwise identified by management, all employees shall assume that such information is confidential.
PROBATIONARY PERIOD Every new THOR MOTOR COACH employee is hired with a (90) calendar day probationary period. The employee’s probationary period is a time for the employee to determine whether or not this is a place she/he wants to work. The employee’s probationary period is also a time for the employee’s supervisor to determine whether or not she/he will be an asset to THOR MOTOR COACH. The Supervisor will evaluate the employee in many areas including attendance, punctuality, productivity, quality of work, attitude, willingness to follow THOR MOTOR COACH policies and the employee’s efforts to become a skilled, contributing member of the THOR MOTOR COACH team. In some cases it is evident well before 90 days that the employment relationship is not going to be successful and the employee or the employer may terminate the employment relationship.
PAYMENT OF EMPLOYEES Normal payday for all employees is on Friday each week for the previous week’s wages. THOR MOTOR COACH does not issue paychecks in advance. When a holiday falls on Friday, payday will normally fall on Thursday. In the event an employee is absent on a payday, for their protection, THOR MOTOR COACH will only issue an employee’s paycheck to another person if the absent employee notifies us in writing. The person authorized to receive the employee’s paycheck must present an acceptable photo ID and sign for receipt of the check.
TIME CARDS All non-‐exempt employees must accurately record time worked on the appropriate time recording system. Employees are required to record their own time at the beginning and end of each work period. The employee is responsible for punching in and out and for making sure the punch went through. Failure to punch in or out will result in disciplinary action. The employee may not work prior to punching in or after punching out. THOR MOTOR COACH expects that time spent on the clock will be devoted to business and productive work. Any manufacturing employee who “forgets” or fails to punch in will need to do so as soon as she/he becomes aware of the problem and immediately notify their Supervisor. 11
Manufacturing employees are provided a thirty (30) minute unpaid lunch. Employees are not required to punch in or out during the lunch period. The employee’s regular lunch period will be deducted from the hours recorded on the time card record. THOR MOTOR COACH business is not to be conducted during the unpaid lunch period. From time to time we recognize employees may need to be excused to conduct personal business during the work day. Any employee authorized to leave the premises must ensure they punch out when they leave and punch in when they return. Any irregularities such as overtime and early starts on the employee’s time card must be authorized by the employee’s Supervisor. Only members of management are allowed to correct time records and must provide a reason and signature. Supervisors are not permitted to punch an employee’s time card. Time cards are used to keep a record of all time the employee works. To ensure that the employee is paid properly, employees are not permitted to tamper with, validate or alter any time cards, or time records. Violation of this rule will result in termination of employment. WORKING HOURS The employee’s hours of work will be explained at the time of hire. THOR MOTOR COACH’s typical production hours are 6:00 a.m. to 2:30 p.m. From time to time it may be necessary to change production hours which THOR MOTOR COACH reserves the right to do at its discretion. The employee is expected to adjust to changes in the work schedule as they arise. If the employee needs to see a member of our office staff, THOR MOTOR COACH office hours are typically from 8:00 a.m. to 5:00 p.m. Manufacturing Management and Purchasing may follow an earlier schedule that coincides more with the production schedule. THOR MOTOR COACH’s normal work week runs from Sunday through Saturday.
LUNCH AND BREAKS Employees receive a fifteen minute paid morning break. Lunch break is a thirty (30) minute unpaid meal period. Thirty (30) minutes is automatically deducted each day for this time period. Employees should not perform work of any kind during this unpaid lunch period unless they have prior approval from their supervisor. Employees receive a fifteen (15) minute paid afternoon break only if working ten (10) or more hours during the work day. Employees are not permitted to leave the premises during any break or lunch period or go to the parking lot without prior authorization from management. OVERTIME WORK Our need to serve our customers with top quality products and on-‐time deliveries sometimes necessitates overtime work. We will attempt to give the employee as much notice as possible when overtime is required, but we reserve the right to require any employee to work extra hours when the need arises. Failure to work required overtime could result in disciplinary action, including loss of bonus/rate and/or termination. If the employee feels she/he has circumstances that should be considered as an occasional exception to these requirements, she/he must have the Supervisor’s prior approval. Other employment is not a valid circumstance for exception. 12
PERSONAL INFORMATION Any time an employee changes his/her name, address, telephone number, marital status, beneficiaries, dependents, social security number or any other employment related personal information the employee must notify Human Resources. Timely notification is very important. When a name change occurs, the employee must provide Human Resources with a copy of the employee’s social security card bearing the new name. When giving emergency information, the employee may list more than one (1) contact, and/or more than one (1) contact phone number. Employees should try to select a contact and phone number that will likely be available during normal work hours.
CHILD LABOR LAWS Child labor laws are intended to protect children from working in dangerous jobs, working for long periods of time, and/or working during unsuitable hours. THOR MOTOR COACH complies with all federal and state child labor laws. THOR MOTOR COACH does not employ minors in manufacturing. Minors between the ages of sixteen (16) and eighteen (18) may be employed in non-‐manufacturing positions. The Human Resources Department must be contacted prior to extending an offer of employment to a minor. Each minor under age eighteen (18) must have a valid work permit on file with THOR MOTOR COACH prior to beginning work. The Human Resources Department can assist the minor in obtaining a work permit. Work permits are issued for a specific job; therefore, prior to transferring a minor employee to another position or changing the minor’s job duties, the Manager must contact the Human Resources Department. The Human Resources Department will determine if the minor must obtain a new work permit.
HOUSEKEEPING Good order and cleanliness help to create a more pleasant work atmosphere. Good housekeeping is also important in preventing fires and unsafe working conditions. Production facilities that exhibit good housekeeping usually excel in safety, productivity, and quality. Good housekeeping is everyone’s responsibility. The neat and proper storage of materials and equipment both inside and outside of THOR MOTOR COACH’s facilities are essential to employee safety, production efficiency, and positive working conditions. THOR MOTOR COACH emphasizes excellent quality of products on which the reputation and preservation of our business and jobs depends. Good workmanship and maximum productivity can only be obtained when general orderliness prevails throughout our plants.
COST CONTROL Well run businesses always make an effort to control costs. Keeping costs down rather than raising prices keeps our business more competitive in the RV industry. It is the responsibility of every employee 13
to maintain waste at a minimum and strive not to damage or waste material. THOR MOTOR COACH looks to each employee to contribute in a positive manner and work to contain and reduce costs.
PAYROLL THOR MOTOR COACH makes deductions from the employee’s paycheck as required by federal, state and local law. We will ask the employee to sign various forms authorizing these deductions. With the exception of federal withholding tax, FICA (Social Security), Medicare tax, state and local taxes, and garnishments, all deductions are strictly voluntary. THOR MOTOR COACH will act in accordance with federal and state laws regarding garnishments. All wages are subject to garnishment orders. A minimum administrative fee per deduction up to the maximum fee allowed by law per pay period will be charged to the employee through payroll deduction for the duration of the garnishment order. THOR MOTOR COACH will not process voluntary wage assignments that are not court ordered. THOR MOTOR COACH prohibits improper pay deductions. If any employee disputes any deduction made from his/her pay by the Company, the employee must notify the Human Resources Department immediately. Any pay deductions that are determined to be incorrectly deducted from an employee’s wages will be repaid promptly to the employee.
DIRECT DEPOSIT THOR MOTOR COACH offers direct deposit on all or any portion of an employee’s regular paycheck to any banking institution(s). Multiple account deposits such as an IRA, Christmas club, etc. can be accommodated. Direct deposit is hassle free, convenient and saves time. All employees are strongly encouraged to use direct deposit. Direct deposit forms can be obtained from Human Resources.
ATTENDANCE POLICY – Production Incentive Employees Clocking In/Out Procedures You will be provided with a time card on your first day of work. You are responsible for punching in and out and ensuring that your punches were accepted by the time clocks. To use this card go to the time clock in your assigned plant and swipe the card, the swipe or “Punch” is recognized when a green check mark appears on the screen. If you swipe your card and the clock gives you an error or you do not see the green check mark appear you will need to manually punch your number in to ensure proper time reporting. To manually punch in you will need to punch in your employee number, which is on your swipe card, on the key pad and press enter. The system will then ask you for your password, press “9” and enter. Once you hit enter you will see the green confirmation check mark appear ensuring that your punch went through. 14
All full-‐time direct labor manufacturing employees are eligible to participate in the production incentive program based upon their supervisor’s evaluation of the employee’s performance. Any incentive plan is discretionary and all or a portion of incentive pay may be forfeited due to poor attendance, tardiness, poor quality, failure to punch in or out, poor performance, safety violations, failure to adhere to policies or inappropriate conduct. When an employee is absent or tardy in a production environment, it puts a burden on others to complete that person’s assigned work. When an employee is repeatedly tardy, absent, or fails to punch in or out, this policy assigns penalties in a progressive manner increasing the penalty as absences and/or tardies accumulate. This attendance plan is tracked on a rolling ninety (90) day period, meaning that points are erased 90 days from the date of their occurrence. Employees are required to call their plant’s designated phone number within one (1) hour prior to the start of the employee’s shift when either late or absent. If the situation is an emergency, and the employee cannot notify their plant ahead of time, THOR MOTOR COACH expects the employee to call in to their plant’s designated phone number within the first one (1) hour of their scheduled start time. E-‐mail or text messages to report an absence or late arrival are not considered proper notice, and cannot be substituted for the requirement to call in to the plant’s designated phone number within one hour of the shift start when absent or late. A listing of plant phone numbers for calling into work is provided at orientation, and it is your responsibility to know your plant’s phone number for calling into work. Exempt Absences – no points/no financial penalties Approved FMLA leaves, jury duty, military service, and/or approved funeral/bereavement days are excused and do not carry penalties or point assessments. Failure to provide appropriate documentation will result in disciplinary action including the appropriate penalties discussed below. In addition to the penalties listed below, units may be deducted for the time missed for each occurrence. Tardy or Missing Punches Failure to punch in or out or being tardy will result in the assessment of one (1) point for each incident. Progressive Disciplinary Chart for Tardies and Missed Punches Progression Points Assessed Penalty st 1 OCCURRENCE 1 No penalty nd 2 OCCURRENCE 1 5% loss of weekly rate 3rd OCCURRENCE 1 10% loss of weekly rate th 4 OCCURRENCE 1 15% loss of weekly rate th 5 OCCURRENCE 1 20% loss of weekly rate 6 or more OCCURRENCES 1 Employee receives base pay only for the week Absences – Points/financial penalties 15
An absence is counted as two (2) points. If an employee is scheduled to work and leaves prior to working a minimum of four (4) hours, they will be counted as absent for the entire day and penalties will be assessed. Progressive Disciplinary Chart for Absences Progression Points Assessed Penalty 2 No penalty 1st OCCURRENCE nd 2 OCCURRENCE 2 10% loss of weekly rate rd 3 OCCURRENCE 2 Employee receives base pay only for the week Progressive Warnings for Attendance Infractions In a rolling 90 day cycle, accumulating points will have the following progressive consequences: 3 points will result in a verbal warning 6 points will result in a written warning 9 points will result in a final written warning 12 points will result in termination
If your employment is terminated for pointing out you will not be eligible for re-‐hire for 90 days from the date of termination. The re-‐hiring of former THOR MOTOR COACH employees is subject to management approval.
JURY DUTY/SUBPOENA THOR MOTOR COACH recognizes that employees have a civic responsibility to serve as jurors and witnesses. Consistent with both federal and state law, THOR MOTOR COACH does not terminate, threaten to terminate, or deprive employees of employment benefits due to the employee’s appearance or planned appearance for jury duty or subpoena as a witness. THOR MOTOR COACH requires an employee who receives a subpoena or instructions to report for jury duty to provide a copy of the respective document to the Supervisor promptly after the employee receives notice. Upon return to work, the employee is required to provide her/his Plant Manager with a copy of the written notification from the court including the dates and times that the employee appeared for jury duty or subpoena. The employee is expected to work whatever portion of the work day she/he is not appearing in court with reasonable allowances for travel time. This policy does not apply to employees who are parties named in domestic and criminal litigation. THOR MOTOR COACH does not pay hourly employees for time off during jury duty.
MANUFACTURING EMPLOYEE TRANSFERS AND PROMOTIONS When possible, THOR MOTOR COACH believes in promoting from within to create advancement opportunities and growth for our employees. Each department invests time and training in new employees; therefore transfer requests will be handled on a case by case basis and the employees length of service, job performance, safety, quality, etc will be taken into consideration when a transfer request is made. Consistent with applicable laws 16
THOR MOTOR COACH reserves the right to transfer the best qualified employee based on the needs of the Company. Not all transfer requests will be honored. An employee who is interested in transferring should contact his/her Plant Manager.
GROUP LEADER THOR MOTOR COACH utilizes group leaders throughout the manufacturing operations to assist management. Group leaders are employees who work within a group and have some responsibilities for the work of that group. It is important for employees to recognize that only Plant Managers or higher management make decisions regarding hiring, promotions, discipline and pay increases. Group leaders are not considered a member of management and do not have the authority to make decisions regarding these issues.
BUSINESS CONDUCT All THOR MOTOR COACH employees represent THOR MOTOR COACH in their interactions with dealers, retail customers, suppliers, and the general public. Maintaining respectable business relationships is critical to the success of THOR MOTOR COACH. Each employee’s words and actions in business dealings have an impact on THOR MOTOR COACH’s success. Under no circumstances should a THOR MOTOR COACH employee use language or display behavior that is vulgar, obscene, unprofessional or otherwise violates the THOR MOTOR COACH anti harassment policy in dealings with employees, supervisors, customers, and or suppliers. If the employee feels someone has violated this policy the employee has the responsibility to report it to management.
EMPLOYEE RELATIONS/CHAIN OF COMMAND THOR MOTOR COACH has adopted policies and practices to help remove obstacles or resolve problems and to enable us to work as a team rather than as individuals. When a work issue arises, employees are required to utilize the Chain of Command noted below: a. Employee’s Manager/Supervisor b. VP of Manufacturing or applicable VP c. Human Resources It is important that employees follow the Chain of Command and do not go around anyone except to report discrimination, harassment or retaliation on the basis of a protected category as set forth in the Discrimination and Harassment Policy in this Handbook. EMPLOYEE CONDUCT AND WORK RULES To ensure orderly operations and provide the best possible work environment, THOR MOTOR COACH expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization. 17
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment. • Theft or inappropriate removal or possession of property • Falsification of company records • Working under the influence of alcohol or illegal drugs • Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, or while operating employer-‐owned vehicles or equipment • Fighting or threatening violence in the workplace • Boisterous or disruptive activity in the workplace • Negligence or improper conduct leading to damage of employer-‐owned, customer-‐owned, or employee-‐owned property • Insubordination or other disrespectful conduct • Violation of safety or health rules • Smoking in prohibited areas • Sexual or other unlawful or unwelcome harassment • Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace subject to Indiana law regarding possession of legally-‐permitted firearms in locked vehicles • Excessive absenteeism or any absence without notice • Unauthorized absence from workstation during the workday • Unauthorized use of telephones, mail system, computer/IT equipment, or other employer-‐ owned equipment • Unauthorized disclosure of business “secrets” or confidential information • Violation of personnel policies • Unsatisfactory performance or conduct • Disrespectful, rude or unprofessional behavior toward customers, vendors, employees, supervisors, or managers. • Failure to cooperate with an employee investigation If a written warning is issued to an employee, that employee is requested to sign an acknowledgement of such warning. The employee’s signature does not necessarily indicate admission to the violation.
PROGRESSIVE DISCIPLINE The purpose of this policy is to state THOR MOTOR COACH's position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels. THOR MOTOR COACH's own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future. 18
Although employment with THOR MOTOR COACH is based on mutual consent and both the employee and THOR MOTOR COACH have the right to terminate employment at will, with or without cause or advance notice, THOR MOTOR COACH may use progressive discipline at its discretion. Disciplinary action may call for any of three steps -‐ verbal warning, written warning or suspension, or termination of employment -‐ depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed. In some instances termination may occur after a first offense. Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed be a written warning or suspension; another offense may then lead to termination of employment. THOR MOTOR COACH recognizes that there are certain types of employee problems that are serious enough to justify in extreme situations, termination of employment, without going through the usual progressive discipline steps. While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline. By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and THOR MOTOR COACH.
VIOLENCE PREVENTION POLICY THOR MOTOR COACH is committed to providing a safe work environment for all employees. The possession of firearms, archery-‐type devices, stun-‐guns, illegal knives, or martial arts devices on company property including company parking lots is strictly prohibited except where permitted by law. THOR MOTOR COACH will not tolerate threats, harassment, bullying and aggressive or violent behavior by employees or visitors. Threats may be direct or implied. Threats may take many forms, including showing a weapon, via phone call, physical altercation, letters, e-‐mail, vandalism, following/stalking, face-‐to-‐face conversations, and assaults/batteries. If you believe you are a victim of threats, harassing behavior, acts of violence or aggressive conduct immediately notify your supervisor or the Human Resources Department. If you overhear or observe a threat or act of violence on company property or while on company business, report it immediately to your supervisor or the Human Resources Department. Your identity will be held in confidence to the extent reasonably possible. You have an obligation to protect yourself and others at work. If a court has issued a restraining order or injunction against someone based on a complaint made by you, or if you have filed an application for a restraining order and believe the individual may attempt to contact you at work, notify your supervisor or the Human Resources Department promptly so that appropriate precautionary measures can be taken to avoid problems in 19
the workplace. If management receives any complaint of workplace violence or harassment, it will lead to the prompt investigation of the situation.
AUDIO EQUIPMENT Music and radio programming tastes vary from person to person. Employees enjoy listening to music and programs that appeal to them; however, the volume or content may be offensive to others. Programming that is obscene, vulgar, or violates the Discrimination and Harassment policy is prohibited. For this reason, we have implemented the following policy regarding acceptable music and programs aired in our facilities. An employee who is offended by the music/programming in any area has the responsibility to ask for it to be turned down or changed. If an employee is asked to turn down or change the music/programming because it is offensive to someone else, she/he is required to do so. If the employee asks another employee to turn down or change the music/programming and the request is denied, the employee should follow his/her Chain of Command to report the incident. THOR MOTOR COACH reserves the right to restrict and/or ban music/programming where it becomes a problem. Headphones and ear jacks/ear buds present a safety hazard and are not allowed at THOR MOTOR COACH. In some cases ear buds may be allowed in one ear only, however it is at the discretion of each Plant Manager to make that decision for their plant.
SMOKING POLICY Smoking poses a potential safety hazard in the workplace. Smoking can create fires, explosions, injury, and death if smoking materials are used in inappropriate areas and not extinguished properly. This policy also applies to the use of E-‐Cigarettes. The following smoking restrictions apply at THOR MOTOR COACH: • Smoking is only permitted during non-‐working hours or while on break in outdoor designated areas. • Smoking is not permitted in any building, any product, or any raw material storage area. • Smoking is not permitted outdoors within fifty (50) feet of fuel supply tanks, propane tanks, gas cylinders, or other flammable materials. • Smoking is not permitted while using any material handling equipment, such as forklifts, tractor lifts, etc. • Smoking is not permitted within eight (8) feet of any public entrance of any THOR MOTOR COACH building. • Smoking material must be discarded in designated containers and not thrown on the ground.
INFORMATION TECHNOLOGY Social Media Policy: At THOR MOTOR COACH we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-‐workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for 20
appropriate use of social media. This policy applies to all employees who work for THOR MOTOR COACH in the United States. Guidelines In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with the company, as well as any other form of electronic communication. The same principles and guidelines found in THOR MOTOR COACH policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects members, customers, suppliers, people who work on behalf of THOR MOTOR COACH or THOR MOTOR COACH’s legitimate business interests may result in disciplinary action up to and including termination. Know and follow the rules Carefully read these guidelines and THOR MOTOR COACH’s policies, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination. Be respectful Always be fair and courteous to fellow associates, customers, members, suppliers or people who work on behalf of THOR MOTOR COACH. Also, keep in mind that you are more likely to resolve work-‐related complaints by speaking directly with your co-‐workers, your supervisors, or the Human Resources Department than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, associates or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, pregnancy, childbirth or related medical conditions, gender, color, age, physical or mental disability, religion, national origin, military or veteran status, ancestry, sexual orientation, familial status, citizenship status, genetic information, marital status, or any other characteristics protected by law or company policy. Be honest and accurate Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any 21
information or rumors that you know to be false about THOR MOTOR COACH, fellow employees, members, customers, suppliers, and people working on behalf of THOR MOTOR COACH or competitors. Post only appropriate and respectful content • Maintain the confidentiality of THOR MOTOR COACH trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-‐how and technology. Do not post internal reports, policies, procedures or other internal business-‐related confidential communications. • Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. • Do not create a link from your blog, website or other social networking site to a THOR MOTOR COACH website without identifying yourself as a THOR MOTOR COACH employee. • Express only your personal opinions. Never represent yourself as a spokesperson for THOR MOTOR COACH. If THOR MOTOR COACH is a subject of the content you are creating, be clear and open about the fact that you are an employee and make it clear that your views do not represent those of THOR MOTOR COACH, fellow employees, members, customers, suppliers or people working on behalf of THOR MOTOR COACH. If you do publish a blog or post online related to the work you do or subjects associated with THOR MOTOR COACH, make it clear that you are not speaking on behalf of THOR MOTOR COACH. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of THOR MOTOR COACH.” Using social media at work THOR MOTOR COACH equipment, including computers and electronic systems, are the property of THOR MOTOR COACH and are limited to business use only. Refrain from using social media while on work time or on equipment we provide, unless it is work-‐related as authorized by your manager or consistent with the Information Technology Policy. Do not use your THOR MOTOR COACH email address to register on social networks, blogs or other online tools utilized for personal use. Retaliation is prohibited THOR MOTOR COACH prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination. Media contacts Employees should not speak to the media on THOR MOTOR COACH’s behalf without prior approval or permission from the Human Resources Department. All media inquiries should be directed to the Human Resources Department or management. 22
For more information if you have questions or need further guidance, please contact the Human Resources Department. Nothing in this policy should be construed or applied to prohibit employees’ rights under the National Labor Relations Act. Internet Usage and E-‐Mail: THOR MOTOR COACH provides Internet and e-‐mail access to its employees in an attempt to improve business communication and productivity as well as give employees access to the vast amount of business-‐related information contained on the Internet. These services are intended to be used solely for business purposes. Every employee has a responsibility to maintain and enhance the Company’s public image and to use the Company e-‐mail system and Internet access in a productive manner. To ensure that all employees act in a professional and responsible manner, THOR MOTOR COACH has established the following guidelines for using e-‐mail and the Internet. Unacceptable Uses of the Internet and Company E-‐mail: THOR MOTOR COACH’s e-‐mail system and Internet access may not be used for any non-‐business related purpose without prior authorization. In no event will an employee be allowed to transmit, retrieve or store any information which may violate applicable copyright laws or which may be considered defamatory, discriminatory or harassing in nature. Accordingly, employees are strictly prohibited from using THOR MOTOR COACH’s email system or Internet access for any of the following purposes: • Viewing, transmitting, retrieving or storing material that may in anyway be considered obscene. • Transmitting any messages containing derogatory, harassing or inflammatory remarks about an individual or group’s race, sex, pregnancy, childbirth or related medical conditions, gender, color, age, physical or mental disability, religion, national origin, military or veteran status, ancestry, sexual orientation, familial status, citizenship status, genetic information, marital status, or any other characteristics protected by law not related to their job performance. • Transmitting any abusive, profane or offensive language. • Transmitting any information which the employee knows or has reason to believe may be false, misleading or libelous. • Sending or posting any chain letters, solicitations, or advertisements not directly related to some business purpose or activity. • Using THOR MOTOR COACH's e-‐mail system or Internet access for any political or religious causes or activities. • Using THOR MOTOR COACH's e-‐mail system or Internet access for personal gain, including the solicitation of, or engagement in, any non-‐company business. • Using THOR MOTOR COACH's e-‐mail system or Internet access for any other purpose which is illegal, may damage THOR MOTOR COACH’s reputation or is otherwise contrary to THOR MOTOR COACH's best interest. Further, employees are prohibited from transmitting or posting any confidential material, financial information, trade secret or other proprietary information outside the organization without the prior authorization of their supervisor. 23
Communications: Each employee is responsible for the content of all data, text, audio or images that they place on, forward, or send over the Internet or THOR MOTOR COACH e-‐mail system. Employees are prohibited from sending any e-‐mail or other electronic communication that attempts to hide his or her identity or misrepresent the sender as someone else. All information transmitted on THOR MOTOR COACH’s e-‐ mail system or Internet access must contain the employee’s name and other identifying information. Further, any information sent by an employee to an individual or entity outside of the organization via an electronic network (e.g. bulletin board, online service or Internet access) must be viewed as a statement that may reflect on THOR MOTOR COACH and its integrity. Personal “disclaimers” in electronic messages are insufficient. Exclusive Property: All equipment, services and technologies provided to employees as part of THOR MOTOR COACH’s computer system constitute the exclusive property of THOR MOTOR COACH. Similarly, all information composed, transmitted, received or stored via THOR MOTOR COACH’s computer system is also considered the property of Thor Motor Coach. As such, all such information is subject to disclosure to management, law enforcement and other third parties, with or without notice to the employee. Accordingly, employees must ensure that all information communicated via Thor Motor Coach’s computer system is accurate, appropriate, ethical and serves a legitimate business purpose. Software: To prevent computer viruses from being transmitted through THOR MOTOR COACH’s computer system, all precautions put into place by THOR MOTOR COACH to prevent downloading harmful viruses should remain in place and active, and should not be disabled without the express consent of an authorized director or supervisor. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression. Copyright Issues: Copyrighted materials belonging to entities other than THOR MOTOR COACH, including software, publications, articles, graphics or other proprietary information, may not be transmitted by employees on THOR MOTOR COACH’s e-‐mail system or via THOR MOTOR COACH’s Internet access. All employees obtaining access to any material prepared or created by another company or individual must respect any attached copyrights and may not copy, retrieve, modify or forward such copyrighted materials, except with written permission of the lawful owner. THOR MOTOR COACH is responsible for verifying that the person sending any information via THOR MOTOR COACH’s e-‐mail system or Internet access is the lawful owner or has obtained the necessary license. Employee Monitoring: THOR MOTOR COACH routinely monitors employee usage patterns for its e-‐mail and Internet communications. The reasons for such monitoring include cost analysis/allocation, management of THOR MOTOR COACH's gateway to the Internet and compliance with THOR MOTOR COACH's policy regarding the use of its e-‐mail system and Internet access. All information created, sent, or retrieved over THOR MOTOR COACH's e-‐mail system or via the Internet are the property of THOR MOTOR COACH and should be considered public information. THOR MOTOR COACH specifically reserves the 24
right to access and monitor all messages and files that have been previously “deleted.” Employees should not assume any electronic communication is totally private and, accordingly, should transmit highly confidential data in other ways. Violations: Any employee who abuses the privilege of using THOR MOTOR COACH's e-‐mail system or Internet access is subject to discipline, up to and including termination. Employees may also be held personally liable for any violation of this policy or misuse of THOR MOTOR COACH's computer system. If necessary, THOR MOTOR COACH also reserves the right to advise appropriate legal officials of any illegal violations. Workplace Monitoring Workplace monitoring may be conducted by THOR MOTOR COACH to ensure quality control, employee safety, security, customer satisfaction, and compliance with THOR MOTOR COACH policies. Employees who regularly communicate with customers may have their telephone conversations monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our customers' image of THOR MOTOR COACH as well as their satisfaction with our service. Computers furnished to employees are the property of THOR MOTOR COACH. As such, computer usage and files may be monitored or accessed. Because THOR MOTOR COACH is sensitive to the legitimate privacy rights of employees, every effort will be made to guarantee that workplace monitoring is done in an ethical and respectful manner.
PERSONAL TELEPHONE CALLS Company phones are reserved for business purposes. Except for emergencies employees are not permitted to receive personal phone calls during working hours. Employees should instruct family members and friends to refrain from calling during working hours except in the event of an emergency. Office telephones are not to be used without permission from supervision. Use of personal cell phones is not permitted during working hours except in the case of emergencies.
USE OF COMPANY PROPERTY Employees are not permitted to use THOR MOTOR COACH buildings, tools, equipment, vehicles or any of its facilities for personal use during or after business hours unless authorized by the VP of Manufacturing or other applicable VP. Damaging any buildings, equipment, or other THOR MOTOR COACH facilities in any way or removing property from the premises without written authorization is strictly prohibited. THOR MOTOR COACH reserves the right to take legal action for restitution and/or compensation against any employee who violates this policy.
VEHICLE USE FOR BUSINESS THOR MOTOR COACH is concerned about the safety, insurability, and risk associated with employees who drive vehicles on company business. The driver’s license of individuals who operate a THOR MOTOR COACH vehicle or their own on company business will be verified prior to employment. All motor vehicle violations and accidents, in company and personal vehicles, must be reported to Human 25
Resources as soon after the incident as practical. Failure to do so can result in disciplinary action up to and including termination. Driver Responsibility: Each driver must use reasonable care to avoid accidents including driving defensively. Defensive driving is “Driving to avoid accidents in spite of the incorrect actions of others, and the adverse conditions of weather, visibility, light, and traffic that the driver may encounter on the road.” A “preventable” accident is one in which the driver fails to exercise every reasonable precaution to prevent the accident. Each accident that occurs will be reviewed and a determination of preventability will be made. Drivers with unacceptable driving records will be subject to a progressive disciplinary procedure. Poor driving behavior can result in remedial training, days off without pay, reassignment to a non-‐driving job, or possibly termination. Individuals who commit the following offenses must immediately report those offenses to their manager and will not be allowed to drive THOR MOTOR COACH vehicles or use their own personal vehicle on company business: • Driving under the influence of alcohol and/or drugs; including refusal to take a blood alcohol test • Hit and run; leaving the scene of an accident • Any felony, homicide, or manslaughter involving the use of a motor vehicle • Reckless, negligent, or careless driving • License suspension or revocation Liability Insurance: When an employee uses a personal vehicle regularly (more than once a week) for company business, a minimum level of liability insurance must be maintained. This does not include inter-‐plant travel. Minimum limits of liability are $100,000/$300,000 bodily injury and $50,000 property damage; or $300,000 combined single limit (CSL). Employees who drive for company business and use a personal vehicle on a regular basis need to provide a copy of the “Declaration” page of their insurance policy to Human Resources annually, to verify coverage. Rules of Conduct for Drivers: Any employee who drives company vehicles on company time must: • Possess a valid driver’s license • Not drive a THOR MOTOR COACH vehicle or personal vehicle on company business if he/she has been drinking alcohol or is under the influence of any drugs that could affect driving ability, including prescription and over-‐the-‐counter medications • Obey all traffic laws • Report all damages or malfunctions of THOR MOTOR COACH owned equipment to the supervisor or department head • Maintain at least a three second following distance under excellent conditions and add another second or two for adverse conditions • Do a weekly check of vehicle and complete any needed repairs as soon as possible • Report all accidents to Human Resources immediately • Not use any electronic device while operating a vehicle Drivers who receive a traffic citation while operating a THOR MOTOR COACH owned vehicle and/or operating a personal vehicle on THOR MOTOR COACH business are responsible for their own fines, associated costs, attorney fees, court costs, reinstatement fees, etc. Only THOR MOTOR COACH 26
employees may drive THOR MOTOR COACH vehicles for business unless permission is granted by management. The use of seat belts by THOR MOTOR COACH vehicle operators and all occupants of the vehicle are mandatory. Smoking is not allowed in any THOR MOTOR COACH owned vehicle. Rules of Conduct for Personal Vehicle Use for THOR MOTOR COACH Business: Any employee who uses his/her personal vehicle for THOR MOTOR COACH business must: • Obey all operating rules • Not drive after drinking alcohol or if under the influence of any drug that could affect driving ability • Carry proof of adequate personal liability and property damage insurance coverage in their personal vehicle • Produce proof of a valid driver’s license upon request • Accept responsibility for damages to their vehicle and for property damage or other liability that results from an accident caused by the employee • Make sure their vehicle is properly registered and meets all safety requirements • Not use any electronic device while operating his vehicle • Report all accidents to Human Resources immediately Manager and Supervisors are responsible for: • Assignment of licensed drivers • Physical maintenance/condition of assigned THOR MOTOR COACH owned vehicles • Maintaining vehicles (including trailers) • Verifying that assigned drivers have a proper driver’s license • Enforcement of safety and other operating rules in this policy Additional information on vehicles responsibilities: More detailed information can be found in the Thor Industries, Inc Standards Operating Procedures Fleet Policy for Automobiles and Light Trucks.
PARKING THOR MOTOR COACH provides parking lots designated for manufacturing employees. Manufacturing employees are expected to park in these designated lots and are not to park in lots or spaces designated for administrative employees, visitors, or the handicapped. Vehicles parked in inappropriate locations may be towed at the owner’s expense. THOR MOTOR COACH is not responsible for loss or damage to vehicles parked on THOR MOTOR COACH premises or in parking lots. Employees are encouraged to keep their vehicles locked at all times while parked on company property.
WEATHER EMERGENCIES During winter months weather conditions may become so severe that it may be necessary to delay or close plant operations on a given day. THOR MOTOR COACH uses WSBT radio and television to announce weather closings and/or delays. This information is also given out at orientation and posted at time clocks throughout our facilities.
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DRESS CODE Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image THOR MOTOR COACH presents to customers and visitors. Consult your supervisor if you have questions as to what constitutes appropriate attire. • During business hours, employees are expected to present a clean and neat professional appearance and to dress accordingly to the requirements of their positions • Shorts are not allowed in the offices, some administrative positions may allow shorts if that position’s work is primarily spent in a plant environment. If shorts are allowed, they must come down past your hands when arms are extended at your sides • Skirts must be mid-‐thigh length or longer, same rule as for shorts, must be longer that your hands when your arms are extended at your sides. • Sleeveless tops may be worn if they meet the following criteria: No spaghetti straps, No low cut neck lines or over sized arm holes. • Midriffs must be covered completely. Spandex, tube tops, crop tops and halter tops are not acceptable. • Proper undergarments should be worn and covered completely by your clothing. • Open toed shoes of any type are not acceptable in the production facilities -‐ flip flops are not allowed in either offices or plants -‐ (plastic/rubber type flip flops) • Employee’s who appear for work inappropriately dressed will be sent home and directed to return to work in proper attire. Under these circumstances employees will not be compensated for their time away from work. • No obscene or offensive pictures, graphics, or language is permitted on clothing. • All employee must wear shirts/tops at all times • Baggy clothing, unrestrained hair, jewelry, or other clothing that could become caught in machinery is unacceptable.
SUPPLIER SOLICITATION It is the policy of THOR MOTOR COACH that we will make no solicitations from our suppliers to participate in any THOR MOTOR COACH project, function, or initiative that requires any financial contribution or material gifts without the prior approval of the President of THOR MOTOR COACH.
QUIT WITHOUT NOTICE/JOB ABANDONMENT Any employee who has a work issue must go through the Chain of Command. An exception to this rule is an employee may, in good faith, report conduct prohibited by the Discrimination and Harassment Policy directly to Human Resources. An employee who does not call in to her/his plants designated call in line for two (2) consecutive days will be considered to have abandoned employment with THOR MOTOR COACH. Any employee that quits without notice will have their pay reduced to their base hourly rate for the week in which they quit without notice. Quitting without notice is quitting without giving at least one week notice.
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TERMINATION INFORMATION Returning THOR MOTOR COACH Property THOR MOTOR COACH employees who are leaving or have left employment at THOR MOTOR COACH must return all Company-‐owned or leased property. This includes but is not limited to: safety equipment, uniforms, keys, radios, credit cards, phone cards, time cards/badges, tools, etc. THOR MOTOR COACH may seek restitution for items not returned. Insurance THOR MOTOR COACH employees who were enrolled in THOR MOTOR COACH’s medical and/or dental insurance programs at the time of their termination will receive information explaining their rights under the Consolidated Omnibus Budget Reconciliation Act (COBRA). This letter will explain how the former employee and dependents, if any, can maintain insurance coverage. Former employees must make their first COBRA payment within sixty (60) days from the date they receive their COBRA letter. All plan benefits end on the last day the employee works unless continuation of coverage is elected through COBRA. Address The employee should be sure to update all personal data with Human Resources so his/her final check can be mailed and W-‐2 information can be obtained. Exit Interviews THOR MOTOR COACH would like to conduct an exit interview with each employee in the event that his/her employment with THOR MOTOR COACH is terminated. Exit interviews provide an opportunity for employees who are leaving to give valuable feedback. The information we receive from these interviews is used to help management understand our strengths and weaknesses, to make THOR MOTOR COACH a better place to work, and to provide an environment that promotes fairness, respect, and equity. Employees are requested to schedule an exit interview with Human Resources.
REHIRE POLICY A THOR MOTOR COACH employee who has lost his/her job through a reduction in force and is considered eligible for rehire based on their overall work performance will retain their last hire date provided they return to work within 90 days from their termination date. This is the only circumstance where a rehired employee can retain their original hire date. Employees terminated for any other reason whether voluntary or involuntary, may be subject to a waiting period before being rehired depending on the circumstances of the termination. Rehiring of employees is subject to management approval.
WORKER’S COMPENSATION THOR MOTOR COACH employees are covered by the Indiana Worker’s Compensation Act. THOR MOTOR COACH carries and pays the total cost for insurance to meet this obligation. THOR MOTOR COACH employees are compensated if a work-‐related illness or injury disables them for eight (8) days or more. Costs associated with a work-‐related injury or illness is covered by worker’s compensation insurance. The employee is responsible for the immediate reporting of any accident, illness, or injury, no matter how minor, to his/her Plant Manager/Supervisor (not group leader). The employee’s Plant 29
Manager/Supervisor will promptly complete the “Employer’s First Report of Work Injury” form and forward it to the Human Resources Department. Any employee who is off work due to a work-‐related injury or illness is required to make arrangements with the company prior to the end of the first week of absence for continued premium payments to maintain their benefit coverage. The employee is responsible for premium payments that are normally deducted from earnings to continue these benefits for the duration of the leave. In addition, employees on Worker’s Compensation leave in excess of three (3) days will be placed on Family and Medical Leave and this leave will run concurrently with the Worker’s Compensation leave.
MEDICAL TRANSPORTATION THOR MOTOR COACH provides transportation to and from a company approved facility for the first visit for any employee accident or illness except for conditions which require ambulance transportation. THOR MOTOR COACH will not authorize any employee driving themselves for first time medical attention or for a post accident or reasonable suspicion drug or alcohol screening. After an employee completes a drug/alcohol screen, THOR MOTOR COACH must receive a negative result prior to allowing the employee to drive any vehicle or return to work. If THOR MOTOR COACH does not receive negative screen results THOR MOTOR COACH will assist in coordinating alternate transportation for the employee to return home.
RETURN TO WORK FOR INJURED EMPLOYEES THOR MOTOR COACH believes in returning injured employees to work as soon as possible after a work related injury or illness. No employee will be allowed to return to work without authorization by the treating company physician. If an injured employee returns to work with restrictions the employee must comply with those restrictions and not violate or work outside of those documented restrictions. For job related injuries, the treating physician will determine any restrictions. Determination of return to work will be made on a case by case basis on the doctor’s determination of restrictions and the availability of work. Restricted work positions may require an employee’s hourly rate to be adjusted commensurate with the wage of the position and skills, experience, and compensation of others doing similar work. Full bonus is not paid to workers in restricted positions when the employee’s job duties are modified. An employee who is on physical restrictions due to a work related injury who refuses to report for a position that is available and in compliance with all physical restrictions may be subject to disciplinary action as well as loss of his/her worker’s compensation payments. Rules governing attendance and tardiness are the same while the employee is working in a restricted duty capacity. The employee must let his/her Plant Manager know in advance (when an appointment is arranged) that is scheduled during working hours. THOR MOTOR COACH requires a written release from the treating company physician prior to returning any employee to his/her regular duties. 30
BENEFITS FAMILY AND MEDICAL LEAVE POLICY Under the Family and Leave Act (FMLA), eligible employees are entitled to certain rights, and have certain obligations, with respect to unpaid leave for certain family and medical reasons. FMLA Eligibility An eligible employee under the FMLA is an employee who has been employed by THOR MOTOR COACH for at least twelve (12) months and who has worked at least 1,250 hours in the past twelve (12) months. Application for FMLA Leave To request FMLA leave, the employee must provide verbal or written notice of the need for leave to the Human Resources Department. Within five (5) business days after the employee has provided this notice, the Human Resources Department will complete and provide the employee with the Notice of Eligibility and Rights form. THOR MOTOR COACH also requires certification for the applicable qualifying reason for FMLA leave (as discussed below). Employee Notice Requirements An eligible employee must give THOR MOTOR COACH at least thirty (30) days notice of his or her intent to take leave under FMLA. If the employee is unable to give such notice because the need for leave is not foreseeable, then the employee must give as much notice as feasible. Typically, this will mean giving notice to THOR MOTOR COACH within one or two working days of learning that FMLA leave must be taken. In cases where an absence has occurred prior to the employee giving notice for the need for leave, all normal THOR MOTOR COACH call-‐in procedures should be followed, absent unusual circumstances. Failure to give the requisite notice and in warranted situations, failing to adhere to call-‐ in procedures, may adversely affect an employee’s leave authorization. Qualifying Reasons for FMLA Leave Except for Military Family Leave Entitlements, which are described in more detail in a separate section below, an eligible employee may take FMLA leave of up to 12 weeks per leave year, for any of the following qualifying reasons: 1. For incapacity due to pregnancy, prenatal medical care or child birth; 2. To care for the employee’s child after birth, or placement with the employee for adoption or foster care within 1 year of the birth or placement of the child; 3. To care for the employee’s spouse, son or daughter, or parent who has a serious health condition; 4. For a serious health condition which renders the employee unable to perform his or her essential job functions. Any leave taken by an eligible employee for one or more of these reasons will be counted against that employee’s annual FMLA leave entitlement. 31
Serious Health Condition For the purpose of determining whether an eligible employee or his or her spouse, child, or parent has a serious health condition, such condition is defined as an illness, injury, impairment, or physical or mental condition that involves: (a) any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; or (b) a period of incapacity requiring absence of more than three (3) calendar days from work, school, or regular daily activities that (i) also involves treatment by a health care provider at least one occasion with a continuing regimen of treatment with the first treatment visit taking place within seven (7) days of the first day of incapacity, or that (ii) also involves treatment by a health care provider two or more times with the two visits to a health care provider occurring within 30 days of the first day of incapacity; or (c) any period of incapacity due to pregnancy or for prenatal care; or (d) any period of incapacity that is permanent or long-‐term due to a condition which treatment may not be effective; or (e) any absences to receive multiple treatments by, or on referral by, a health care provider for a condition that likely would result in incapacity of more than three consecutive days if left untreated. In the case of a chronic condition, that is defined as one that: (a) requires visits for treatment by a health care provider at least twice a year; (b) continues over an extended period of time (including recurring episodes of a condition); and (c) may cause episodic incapacity rather than a continuing period of incapacity. Employees with questions about what illnesses are covered under this FMLA policy are encouraged to consult with the Human Resources Department. Leave Year For the purpose of this policy, the leave year within which an eligible employee may take his or her 12 weeks of FMLA-‐protected leave means a rolling 12-‐month period measured backward from the date the employee first takes leave for any of the reasons set forth previously. However, where spouses both work for THOR MOTOR COACH the two employees are limited to a combined total of 12 weeks of leave per leave year to cover the time off they may need following the birth, adoption, or foster placement of a child, to care for a parent with a serious health condition or in the event of a qualifying exigency. Furthermore, each employee is then eligible to take any unused portion of the 12 weeks to attend to their own serious health condition, the care of a seriously ill child, or the care of the other spouse. Intermittent or Reduced Hours Leave In the case of leave taken to care for a spouse, child, or parent, or due to the employee’s own serious health condition, an employee may take leave intermittently (i.e., taking leave in separate blocks and times for a single qualifying reason) or on a reduced hours schedule (i.e., reduced number of working hours per day or per week) only when such leave is medically necessary, as certified by the employee’s 32
or family member’s health care provider. Otherwise such leave is not permitted except at the sole discretion of THOR MOTOR COACH. An employee who takes leave intermittently or on a reduced leave schedule may be temporarily transferred to another position for which the employee is qualified to better accommodate that leave. Employees on intermittent leave are required to adhere to THOR MOTOR COACH call-‐in procedures as they relate to absence. Failure to adhere to call-‐in procedures could lead to disciplinary actions up to and including termination. Job and Benefits Security An eligible employee who takes leave under the FMLA and who returns to work before his or her annual FMLA entitlement has expired will be restored to the position he or she held when the leave commenced, or to an otherwise equivalent position with respect to pay, benefits, and other terms and conditions of employment, unless the employee would no longer have been employed in such a position had the employee not taken such leave. Additionally, any unused employment benefits that had accrued to an eligible employee prior to the commencement of leave will be restored upon return from FMLA leave. The only exception to this restoration procedure is for certain “key” employees, who are notified of their status when they first request FMLA leave. “Key” employees who take FMLA leave are reinstated to their former or a similar position only if their reinstatement does not cause THOR MOTOR COACH substantial and grievous economic injury. Moonlighting by any THOR MOTOR COACH employee while on FMLA is not authorized and will result in disciplinary action. Continuation of Group Health Plan Coverage Group health plan coverage will be maintained by THOR MOTOR COACH during an eligible employee’s period of FMLA leave to the extent and under the same circumstances as it ordinarily is furnished to that employee. Payments for the employee portion of health plan coverage premiums should be made to the Human Resources Office by the end of the first month that the employee is on leave. Failure to pay such premiums during leave may result in the loss of health coverage. The Human Resource Department will be in contact with anyone that is on leave for more than 30 days to make arrangements for payments of their portion of their insurance coverage. Failure to pay such premiums during leave may result in the loss of health care coverage. If a loss of coverage should occur, a COBRA notice will be sent to the affected employee. Upon return from FMLA leave the employee’s coverage will be immediately reinstated. Reinstated benefits will remain the same as previously elected before the leave began. An eligible employee who fails to return to work after the expiration of the FMLA leave period for reasons that are not beyond his or her control will be expected to reimburse THOR MOTOR COACH for health care premiums paid by THOR MOTOR COACH during the leave period. Certification of Health Care Provider In cases of leave to be taken to care for a seriously ill family member, a signed Certification of Health Care Provider for Family Member’s Serious Health Condition, or in the case of leave to be taken for an employee’s own serious health condition a Certification of Health Care Provider for Employee’s Serious Health Condition must be completed and returned to the Human Resources Department within fifteen (15) days of receipt of the employee’s leave request. 33
Failure to return these certifications in a timely manner may result in delays in securing authorization for leave, and failure to return the certification at all will preclude the employee from taking leave. THOR MOTOR COACH may request recertification for the serious health condition of the employee or the employee’s family member, but will do so no more frequently than every 30 days unless circumstances have changed significantly, or THOR MOTOR COACH receives information casting doubt on the reason given for the absence, or if the employee seeks an extension of his or her leave. Otherwise, THOR MOTOR COACH may request recertification for the serious health condition of the employee or the employee’s family member every six (6) months in connection with an FMLA absence. THOR MOTOR COACH may provide the employee’s health care provider with the employee’s attendance records and ask whether need for leave is consistent with the employee’s serious health condition. THOR MOTOR COACH may also require, at its own expense, a second and third health care provider opinion if there is a question as to the validity of the certification provided by the employee. (Note that different rules apply to military caregiver leave and qualified exigency leave situations. Please consult the Military Leave of Absence section if applicable.) An eligible employee may also be asked to furnish the Company with subsequent health care provider certifications on a reasonable basis during the employee’s leave period. An eligible employee’s failure to furnish subsequent certifications may result in the termination of the employee’s right to leave relating to a serious health condition. An employee returning to work from an unpaid medical leave of absence must be able to perform the essential functions of his or her job. If a reasonable accommodation is required, the employee must notify the Human Resources Department. An eligible employee on FMLA leave must submit to THOR MOTOR COACH a medical release (i.e., fitness-‐for-‐duty certification) indicating that the employee is able to return to work. Failure to submit such a release may preclude the employee from being restored to his or her employment with THOR MOTOR COACH. All FMLA Leave is without pay, and any holidays within the leave period will not be paid.
NON QUALIFIED MEDICAL LEAVE If any employee does not meet the length of service requirement for a qualified Family and Medical Leave, a Non-‐Qualified Medical Leave may be granted at THOR MOTOR COACH’s sole discretion on the basis of need and THOR MOTOR COACH’s ability to function in the employee’s absence. THOR MOTOR COACH may allow employees who meet all requirements for FMLA other than the length of service requirement to take a non-‐qualified leave. Moonlighting by any THOR MOTOR COACH employee while on a non qualified medical leave will result in disciplinary action. As Non-‐Qualified Medical Leave is not regulated, THOR MOTOR COACH does not offer the same rights as those under FMLA. Based on the documentation provided by the employee and the needs of THOR MOTOR COACH, Plant Management, in conjunction with Human Resources will determine if the Non-‐ Qualified Medical Leave is approved. In the case of a Non-‐Qualified Medical Leave, the THOR MOTOR COACH attendance policy will remain in effect unless approved in advance otherwise.
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To apply for a Non-‐Qualified Medical Leave, the employee must obtain an Employee Leave Request and a Certification of Health Care Provider from the Human Resources Department. THOR MOTOR COACH reserves the right to receive periodic updates every thirty (30) days from the health care provider. All Non-‐Qualified Medical Leave is without pay, and any holidays within the leave period will not be paid. The employee is responsible for paying the employee portion of insurance premiums during a Non-‐ Qualified Medical Leave. Non-‐Qualified Medical Leaves are at the discretion of THOR MOTOR COACH. THOR MOTOR COACH does not guarantee the employee’s job or any job with comparable wages and/or benefits will be available when she/he is ready to return to work except as required by law.
PERSONAL LEAVE OF ABSENCE A Personal Leave of Absence is an authorization to be absent from work for a specified period of time and must be approved by a VP of Manufacturing or other applicable VP. THOR MOTOR COACH will give consideration to a request for a Personal Leave of Absence for extenuating personal circumstances, taking into account the employee’s work record, length of service, needs of the Company, and the nature of the request. Personal Leaves of Absence will not be considered for the purpose of venturing into new employment, business ventures, or for periods of incarceration. To be considered for a Personal Leave of Absence, the employee must obtain a Leave Request Form from the Human Resources Department and submit the completed Request form to their Plant Manager or Supervisor. The granting of a personal leave is at the sole discretion of the Company. THOR MOTOR COACH requires a minimum thirty (30) day notice or as much notice as possible provided it is not feasible to give a thirty (30) day notice. The request should state the reason for the leave. THOR MOTOR COACH reserves the right to require substantiating documentation to support the leave request. The employee will be notified once the request has been approved or denied. Personal Leaves of Absence are without pay and will not normally be extended beyond thirty (30) days. During his/her personal leave the employee is responsible for all premiums for any benefits in which she/he is enrolled. The employee must make arrangements to pay these benefits premiums with the Human Resources Department prior to commencing leave. Any employee who falls behind on premium payments while on leave will have benefits cancelled after four weeks of non-‐payment. In these cases, benefits will be cancelled retroactive to the last date of payment. If the employee does not return to work on the date specified on the approved Leave of Absence Request Form, employment will be terminated and information will be sent explaining COBRA rights. THOR MOTOR COACH does not guarantee the employee’s job or any job with comparable wages and/or benefits will be available when she/he is ready to return to work except as required by law. 35
MILITARY LEAVE OF ABSENCE All military leaves of absence are governed by the Uniformed Service Employment and Reemployment Rights Acts of 1994 as amended (USERRA). Under USERRA, an employee is entitled to an unpaid military leave. Upon return from military leave, an employee is entitled to reinstatement in a position that the employee would have obtained if he or she had been continuously employed or in some circumstances in a position of like seniority, status, and pay. If unqualified for such a position, the employee will be reinstated to the position he or she held when the military leave began or in some circumstances to an alternative position of like seniority, status, and pay for which the employee is qualified. Reinstated employees are also entitled to full seniority benefits. If an employee is absent for more than 180 days for military duty, the employee may not be discharged without just cause for one year subsequent to the employee’s return. If the military leave is more than 30 days but less than 181 days, then the employee may not be discharged without just cause for a period of six months after the employee’s return. Employees who desire reinstatement under USERRA must apply for reinstatement within a limited period following termination of their military service. If the military leave is 30 days or less, the employee generally must report for reinstatement on the first regularly scheduled working day following his or her completion of the service. If the period of service is between 31 and 180 days, then the employee must apply for reinstatement within 14 days of completion of service. If the length of service is 181 days or more, then the employee has up to 90 days to apply for reinstatement under USERRA. Employees taking military leave under USERRA may receive any unused shut-‐down pay in lieu of unpaid leave. Employees taking military leave also are entitled to elect to continue health care coverage to the extent such coverage is otherwise provided for a period of up to 31 days. After 31 days, the employee will be entitled to coverage under COBRA. If you are a reservist in any branch of the armed forces or a National Guard member, you will be granted time off for military training without pay. Please advise your Plant Manager of your training schedule as far in advance as possible. Employees who have time off for military training may receive any unused shutdown pay in lieu of unpaid leave. Military Family Leave Entitlements The National Defense Authorization Act (NDAA) amended the FMLA to allow eligible employees to take up to 12 weeks of job-‐protected leave in the applicable 12-‐month period (refer to the Leave Year section of the Family and Medical Leave Policy above) for any “qualifying exigency” arising out of the active duty or call to active duty status of a spouse, son, daughter, or parent. The NDAA also amended the FMLA to allow eligible employees to take up to twenty-‐six (26) weeks of job-‐protected leave in a “single 12-‐ month period” to care for a covered service member with a serious injury or illness. These two new types of FMLA leave are known as the military family leave entitlements. Military Caregiver Leave An eligible employee who is a spouse, son, daughter, parent, or next of kin of a covered service member with a serious injury or illness is entitled up to a total of 26 work weeks of unpaid leave during a “single 36
12-‐month period” to care for the service member. A covered service member is a current, or former member of the Armed Forces, including a current or former member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. A former member would have to have been an active member of the Armed Forces, National Guard or Reserves at any time during the period of 5 years preceding the date on which the veteran begins treatment. A serious injury or illness is one that was incurred by a service member in the line of duty on active duty that may render the service member medically unfit to perform the duties of his or her office, grade, rank, or rating. The “single 12-‐month period” for leave to care for a covered service member with a serious injury or illness begins on the first day the employee takes leave for this reason and ends 12 months later. This type of leave is not subject to THOR MOTOR COACH’s rolling 12-‐month calculation. An eligible employee is limited to a combined total of 26 work weeks of leave for any FMLA-‐qualifying reason during the “single 12-‐month period.” (Only 12 of the 26 weeks total may be for a FMLA-‐qualifying reason other than to care for a covered service member.) Qualifying Exigency Leave An eligible employee is entitled to a total of 12 work weeks of unpaid leave during the normal 12-‐month period established by THOR MOTOR COACH (refer to the Leave year section part of this policy for information regarding this 12-‐month calculation) for FMLA leave for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. Under the terms of the statute, qualifying exigency leave is available to a family member of a military member in the National Guard, Reserves, or Regular Armed Forces. Qualifying exigencies include: • Issue arising from a covered military member’s short notice deployment (i.e., deployment on seven or less days of notice) for a period of seven days from the date of notification; • Military events and related activities, such as official ceremonies, programs or events sponsored by the military, military service organizations, or the American Red Cross that are related to the active duty or call to active duty status of a covered military member; • Certain childcare and related activities arising from the active duty or call to active duty status of a covered military member, such as arranging for alternative childcare, providing childcare on a non-‐ routine, urgent, immediate need basis, enrolling or transferring a child in a new school or day care facility, and attending certain meetings at a school or a day care facility if they are necessary due to circumstances arising from the active duty or call to active duty of the covered military member; • Making or updating financial and legal arrangements to address a covered military member’s absence; • Attending counseling provided by someone other than a health care provider for oneself, the covered military member, or the child of a covered military member, the need for which arises from the active duty or call to active duty status of the covered military member; • Taking up to five (5) days of leave to spend time with a covered military member who is on short-‐ term temporary, rest and recuperation leave during deployment; • Attending to certain post-‐deployment activities, including attending arrival ceremonies, reintegration briefings and events, and other official ceremonies or programs sponsored by the 37
military for a period of 90 days following the termination of the covered military member’s active duty status, and addressing issues arising from the death of a covered military member; Any other event that the employee and employer agree is a qualifying exigency.
• Spouses employed by the same employer are limited to a combined total of 26 work weeks in a “single 12-‐month period” if the leave is to care for a covered service member with a serious injury or illness, and for the birth and care of a newborn child, for placement of a child for adoption or foster care, or to care for a parent who has a serious health condition. FMLA leave may be taken intermittently whenever medically necessary to care for a covered service member with a serious injury or illness. FMLA leave also may be taken intermittently for a qualifying exigency arising out of the active duty status or call to active duty of a covered military member. When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the employer’s operation. Employee Notice Employees seeking to use military caregiver leave must provide 30 days advance notice of the need to take FMLA leave for planned medical treatment for a serious injury or illness of a covered service member. If leave is foreseeable but 30 days advance notice is not feasible, the employee must provide notice as soon as possible – generally, either the same or next business day. An employee must provide notice of the need for foreseeable leave due to a qualifying exigency as soon as practicable. When the need for military family leave is not foreseeable, the employee must provide notice to the employer as soon as practicable under the facts and circumstances of the particular case. Generally, it should be practicable to provide notice for unforeseeable leave within the time prescribed by the employer’s usual and customary notice requirements. Leave for a qualifying exigency must be supported by a copy of the covered military member’s active duty orders and certification providing the appropriate facts related to the particular qualifying exigency for which leave is sought, including contact information if the leave involves meeting with a third party. Leave to care for a covered service member with a serious injury or illness must be supported by a certification by an authorized health care provider or by a copy of an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued by any member of the covered service member’s family. While second and third opinions are not permitted for a covered service member’s serious injury or illness or for a qualifying exigency, THOR MOTOR COACH may use a health care provider, a human resources professional, a leave administrator, or a management official – but not the employee’s direct supervisor – to authenticate or clarify a medical certification of a serious injury or illness, or an ITO or ITA. Additionally, THOR MOTOR COACH may contact the individual or entity named in a certification of leave for a qualifying exigency for purposes of verifying the existence and nature of the meeting. Non-‐discrimination/Non-‐retaliation Policy Statement THOR MOTOR COACH will not: (1) interfere with, restrain, or deny the exercise of any right provided under the FMLA; (2) discharge or discriminate against any person for opposing any practice made 38
unlawful by the FMLA; or (3) discharge or discriminate against any person for his or her involvement in any proceeding under or relating to the FMLA.
INDIANA FAMILY MILITARY LEAVE Under Indiana’s Military Family Leave Act (IMFLA), eligible employees are entitled to an unpaid leave of absence to spend time with certain family members who are engaged in or called to active military service. IMFLA Eligibility An eligible employee under IMFLA is an employee who has been employed by THOR MOTOR COACH for at least 12 months, who has worked at least 1,500 hours during the 12-‐month period immediately preceding the leave, and who is the spouse, parent, grandparent, sibling, or court-‐appointed guardian or custodian (all as construed according to the statute) of a person who is ordered to active duty. The term “active duty” means full-‐time service on active duty orders in the Armed Forces of the United States or the National Guard for a period that exceeds 89 consecutive calendar days. Reasons for IMFLA An eligible employee may take IMFLA leave of up to 10 cumulative working days per calendar year during one or more of the following periods: • Within the 30-‐day period before a spouse, son, daughter, grandson, granddaughter or sibling (“military family member”) begins active duty; • During a period when the military family member is on leave; or • During the 30-‐day period after a military family member’s active duty orders are terminated. IMFLA leave is unpaid by THOR MOTOR COACH. Job and Benefits Security An eligible employee who takes leave under the IMFLA and who returns to work before his or her IMFLA leave entitlement has expired will be restored to the position the employee held when the leave commenced or to an otherwise equivalent position with respect to seniority, pay, benefits, and other terms and conditions of employment. Employee Notice and Leave Request Requirements An eligible employee must give THOR MOTOR COACH at least 30-‐days written notice of his or her intent to take leave under the IMFLA unless the military family member’s active duty orders are issued less than 30-‐days prior to the requested leave. An eligible employee must also provide a copy of the active duty orders, if available, along with the leave request. THOR MOTOR COACH reserves the right to require verification of the employee’s eligibility for IMFLA leave. If an employee fails to provide such verification, then his or absence will be considered unexcused. 39
Continuation of Group Health Plan Coverage THOR MOTOR COACH will maintain group health plan coverage for an employee who takes IMFLA leave under the same terms and conditions as provided to active employees. Non-‐Discrimination/Non-‐Retaliation Policy Statement THOR MOTOR COACH will not interfere with, restrain, or deny an employee’s exercise of rights under the IMFLA, nor retaliate against any employee for exercising their rights under the IMFLA.
HOLIDAYS THOR MOTOR COACH observes the following paid holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. If a holiday falls on a Saturday it will normally be observed on Friday; when a holiday falls on Sunday it will normally be observed on Monday. THOR MOTOR COACH will designate when the holiday will be observed. Holiday pay will be at base rate for all employees who have completed ninety (90) days of employment. To receive holiday pay the employee must complete her/his last scheduled entire shift preceding and following the holiday and must not be tardy on either of these days.
SHUTDOWN PAY Effective July 21, 2011 the Indiana General Assembly made significant changes to meet eligibility requirements for unemployment compensation. The State of Indiana no longer pays unemployment compensation to any employee of a company during planned short-‐term shutdowns. The shutdown pay is calculated based on the length of service schedule noted below: • After one (1) year of continuous service, the employee will be eligible for 80 hours of shutdown pay. As an example, the typical shutdown periods occur in July and December of each year. Depending on the employee’s anniversary date for eligibility, 40 hours would be paid out in July at shutdown and 40 hours would be paid out in December at shutdown. • After ten (10) years of continuous service, the employee will be eligible for 80 hours of shutdown pay and an additional $800.00 bonus to be paid before Winter Shutdown each year. Eligible service is calculated on the employee’s anniversary date. All pay is calculated on the employee’s base rate. Employees need to be actively employed to receive shutdown pay. No shutdown pay will be issued after termination. Shutdown pay is paid at the week of the shutdown.
BEREAVEMENT Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately and complete the appropriate bereavement leave paperwork. Regular full-‐time employees will be eligible for up to three (3) days of paid bereavement leave for the death of an immediate family member. THOR MOTOR COACH defines "immediate family" as the employee's spouse, parent, grandparent, grandchild, child, sibling; the employee's spouse's parent, grandparent, child, or sibling 40
Regular full-‐time employees will be eligible for one (1) day of paid bereavement leave for extended family members (aunt, uncle, niece, nephew, cousin, step-‐relatives of the current marriage). Bereavement pay is calculated based on the pay rate at the time of absence. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements.
LACTATION POLICY THOR MOTOR COACH complies with all federal and state laws and regulations concerning breast-‐ feeding and nursing mothers and provides assistance for nursing mothers who want to express and store breast milk at workplaces during business hours. This policy addresses different forms of lactation assistance that THOR MOTOR COACH provides for nursing mothers. Break Time for Lactation Purposes Employees who are nursing mothers can take reasonable break periods during the workday to express breast milk for their children. Such nursing mothers can take breaks each time they need to express milk beginning from the date of the nursing child’s birth and for up to one year. Employees who are nursing mothers can use their meal and paid break times for lactation purposes. Break times that are used for lactation purposes beyond THOR MOTOR COACH provided break times are unpaid. For more information about meal and break periods, see THOR MOTOR COACH’s lunch and break period policy. Employees who are nursing mothers should discuss their need for extra break periods to express breast milk with their supervisors. THOR MOTOR COACH’s Lactation Room(s) For the convenience and privacy of nursing mothers, THOR MOTOR COACH, upon request will provide a lactation room. Lactation Equipment It is the responsibility of the nursing mother to use their own equipment. Resources For more information about lactation assistance, employees should contact their supervisor or the Human Resources Department.
ELECTIVE EMPLOYEE BENEFITS THOR MOTOR COACH offers a competitive benefit package to all of its full time employees. This section of the handbook contains information about optional benefits available to employees. THOR MOTOR COACH has carefully selected the companies who partner with us in our employee benefit package. We hope our employees value the available benefits offered and make prudent choices to ensure their own health and well being as well as that of their family members. Additional information on the benefits described below can be obtained from the Human Resources department. 41
GROUP MEDICAL INSURANCE Employees are eligible to enroll in the group medical insurance on the first of the month after they have completed 60 days of service. Employees are only eligible to enroll when they first become eligible for coverage, during the regular open enrollment period, or if they have a qualifying event as defined by the IRS section 125 guidelines. Examples of a qualifying event include birth, adoption, loss of other coverage, marriage, divorce, and death. If an employee experiences one of these qualifying events and fails to report the changes to the Human Resources Department within 30 days of the event the employee will not be able to make coverage changes until the next open enrollment period. This is not a THOR MOTOR COACH rule, but rather an IRS rule that we have to follow.
GROUP DENTAL INSURANCE THOR MOTOR COACH offers basic group dental coverage on the first of the month after completing 60 days of service. Dental insurance is optional and is paid 100% by the employee.
GROUP TERM LIFE INSURANCE Any employee working full time has $15,000 of Term Life Insurance effective on the first of the month after completing 60 days of service. THOR MOTOR COACH is pleased to offer this benefit to the employee at no cost.
RETIREMENT SAVINGS PLAN THOR MOTOR COACH offers a 401(k) Retirement Savings Plan through Thor Industries, Inc. Employees are eligible to participate in the plan after ninety (90) days of employment. This plan is a simple disciplined way to save for retirement while offering an opportunity to reduce your taxable income. To learn more about how to participate in this plan contact your Human Resources Department.
CONTINUATION OF BENEFITS (COBRA) If employment with THOR MOTOR COACH is terminated either voluntarily or involuntarily, all of the employee’s insurance coverage will STOP at midnight on his/her last day worked unless she/he elects to continue available coverage(s) through COBRA (Consolidated Omnibus Budget Reconciliation Act). If employment is terminated or the employee has been given an extended leave of absence, she/he has the option of continuing eligible benefits that the employee was enrolled in during employment with THOR MOTOR COACH. The employee will receive a letter shortly after the separation date which will provide information about continuing coverage(s) and the associated cost(s). The employee should pay close attention to the deadlines that will be given in the letter if she/he wishes to continue all or a portion of benefits. If the employee has not completed the eligibility and/or enrollment requirements for benefits, she/he will not be offered benefits through COBRA. Employees must ensure that the Human Resources Department has the correct address so this important information will reach them.
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ACKNOWLEDGEMENT OF RECEIPT OF THOR MOTOR COACH EMPLOYEE HANDBOOK I have this day received a copy of the THOR MOTOR COACH Employee Handbook (rev. August 2015) and I understand that I have an obligation to read the policies and practices contained within it. I understand that the policies and benefits described in this handbook may be changed, modified, added to or deleted at any time. I understand that neither this handbook nor any communications by a management representative is intended to, in any way, create a contract of employment, and that either I or the company may terminate my employment at any time, with or without notice or without cause. If my current position is classified as Administrative, I also have received the Administrative Addendum and agree to read those policies as well. ___________________________________________ _________________ Signature Date ___________________________________________ Print Name
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