Welcome
It is our privilege to welcome you to MNB Logistics, Inc. We wish you every success in your new job, and we hope that you quickly feel at home. This Handbook was developed to describe some of the expectations we have for all of our employees and what you can expect from us. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome!
Introduction
This Employee Handbook is a compilation of personnel policies, practices, and procedures currently in effect at MNB Logistics, Inc. The Handbook is designed to introduce you to our Company, familiarize you with Company policies, provide general guidelines on work rules, benefits and other issues related to your employment, and help answer many of the questions that may arise in connection with your employment.
This Employee Handbook is not a contract of employment, and does not create a contract of employment. Like most companies, MNB Logistics, Inc generally does not offer individual employees formal employment contracts with the Company. This Handbook does not create a contract, express or implied, guaranteeing you any specific term of employment, nor does it obligate you to continue your employment for a specific period of time. The purpose of the Handbook is simply to provide you with a convenient explanation of present policies and practices at the Company. This Handbook is an overview or a guideline. It cannot cover every matter that might arise in the workplace. For this reason, specific questions regarding the applicability of a particular policy or practice should be addressed to management.
The Company reserves the right to modify any of our policies and procedures, including those covered in this Handbook, at any time. Employee can request updated copies of the handbook at any time. However, such a notice is not required for changes to be effective.
Equal Employment Opportunity
The Company is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. Our policy reflects and affirms the Company’s commitment to the principles of fair employment and the elimination of all discriminatory practices.
Your Employment Relationship with the Company
Like most companies, MNB Logistics, Inc generally does not offer individual employees a formal employment contract with the Company. Employment is “at will,” meaning that you or the Company may end your employment at any time for any lawful reason.
Employment Classifications
The following terms will be used to describe employment classifications and status:
Full-Time Employees
Full-time employees are those who are regularly scheduled to work at least 5 days per week that are not hired on a temporary basis.
Part-Time Employees
Part-time employees are those who are regularly scheduled to work fewer than 32 hours per week that are not hired on a temporary basis.
Orientation and Training
To help you become familiar with the Company and our way of doing business, the Company will provide an orientation and training session within the first few days after you begin work. Some of the content of the session will depend in large part on the nature of your responsibilities, while other parts will be applicable to all employees. In addition, the Company may periodically offer additional training or educational programs. Some programs may be voluntary, while others will be required.
Work Schedule
Full Time drivers are required to work five days per week. Your schedule will be set on the day you are hired. Schedules can only be change with approval of upper Management.
Peak season starts the week before Thanksgiving and lasts through the week of New Years. The season start and end dates will be dictated by FedEx each season. During peak all employees will be required to work six days a week. One of those days could include Sunday. All peak schedules will be dictated by Management.
Attendance and Punctuality
It is important for you to report to work on time and to avoid unnecessary absences. The Company recognizes that illness or other circumstances beyond your control may cause you to be absent from work from time to time. However, frequent absenteeism or tardiness may result in disciplinary action, up to and including discharge. Excessive absenteeism or frequent tardiness puts an unnecessary strain on your co-workers and can have a negative impact on the success of the Company.
You are expected to report to work when scheduled. Whenever you know in advance that you are going to be absent, you should notify your immediate supervisor or the designated manager and fill out a Request for Vacation. If your absence is unexpected, you should attempt to reach your immediate supervisor as soon as possible, but in no event later than two hours before you are due at work. In the event your immediate supervisor is unavailable, you must speak with a manager. If you must leave a voicemail, you must provide a number where your supervisor may reach you if need be.
Dress Code and Public Image
As an employee of the Company, we expect you to present a clean and professional appearance when you represent us, whether you are in or outside of the terminal. You are, therefore, required to follow the FedEx uniform guideline for attire and to behave in a professional, businesslike manner.
MNB Logistics, Inc provides each driver with uniforms. Each employee must return all uniform items at the end of employment in reusable condition. If uniform items are not returned in reusable condition, the cost of each item will be deducted from their final paycheck.
All uniforms lost or stolen are the responsibility of the employee. Replacement costs for lost or stolen uniforms will be the responsibility of the employee. Uniforms that have been torn, ripped, or worn out will be replaced at the company’s expense. All worn out or torn uniforms must be turned into the company for proper disposal as directed by FedEx.
Personnel Records
It is important that the Company maintain accurate personnel records at all times. You are responsible for notifying your immediate supervisor of any change in name, home address, telephone number, immigration status, or any other pertinent information. By promptly notifying the Company of such changes, you will avoid compromise of your benefit eligibility, the return of W-2 forms, or similar inconvenience.
Drug-Free Workplace
The Company takes the problem of drug and alcohol abuse seriously, and is committed to providing a substance abuse-free workplace for its employees. Substance abuse of any kind is inconsistent with the behavior expected of our employees, subjects all employees and visitors to our facilities to unacceptable safety risks, and undermines our ability to operate effectively and efficiently.[1] The Company has adopted a formal policy related to substance abuse. A copy of the complete policy is contained in this Handbook.
Substance Abuse
The Company recognizes alcohol and drug abuse as potential health, safety and security problems. The Company expects all employees to assist in maintaining a work environment free from the effects of alcohol, drugs or other intoxicating substances. Compliance with this substance abuse policy is made a condition of employment, and violations of the policy may lead to discipline and/or discharge.
All employees are prohibited from engaging in the unlawful manufacture, possession, use, distribution or purchase of illicit drugs, alcohol or other intoxicants, as well as the misuse of prescription drugs on Company premises or at any time and any place during working hours. While we cannot control your behavior off the premises on your own time, we certainly encourage you to behave responsibly and appropriately at all times.[2] All employees are required to report to their jobs in appropriate mental and physical condition, ready to work.
Substance abuse is an illness that can be treated. Employees who have an alcohol or drug abuse problem are encouraged to seek appropriate professional assistance. You may inform your immediate supervisor or designated manager.
MNB Logistics Inc follows all FedEx and FMCSR disciplinary requirements when it comes to violations of the substance abuse policy. The company reserves the right to enforce more stringent disciplinary actions as dictate by the circumstances.
Safety and Accident Rules
Safety is this company’s first priority. We strive to provide a clean, hazard-free, healthy, safe environment in which to work, and we make every effort to comply with all relevant federal, state and local occupational health and safety laws, including the federal Occupational Safety and Health Act. As an employee, you have a duty to comply with the safety rules of the Company, FMCSR, and DOT regulations. You are expected to take an active part in maintaining this hazard-free environment. You must observe all posted safety rules, adhere to all safety instructions provided by your supervisor, and use safety equipment where required. Your truck should be kept neat, clean and orderly. You are required to report any accidents or injuries – including any breaches of safety – and to promptly report any unsafe equipment, working condition, process or procedure to a supervisor. In addition, if you become ill or get injured while at work, you must notify your manager immediately. Failure to do so may result in a loss of benefits under the state workers’ compensation law.
Failure to abide by the Company’s safety and accident rules may result in disciplinary action, up to and including termination.
Workplace Violence Prevention Policy
As stated above, the Company is committed to the safety and security of our employees. Workplace violence presents a serious occupational safety hazard to our organization, staff, and clients.
Workplace violence includes any physical assault or act of aggressive behavior occurring where an employee performs any work-related duty in the course of his or her employment, including but not limited to an attempt or threat, whether verbal or physical, to inflict physical injury upon an employee; any intentional display of force which would give an employee reason to fear or expect bodily harm; intentional and wrongful physical contact with a person without his or her consent that entails some injury; or stalking an employee with the intent of causing fear of material harm to the physical safety and health of such employee when such stalking has arisen through and in the course of employment.
Acts of violence by or against any of our employees where any work-related duty is performed will be thoroughly investigated and appropriate action will be taken, including involving law enforcement authorities when warranted. All employees are responsible for helping to create an environment of mutual respect for each other as well as clients and visitors, following all policies, procedures and practices, and for assisting in maintaining a safe and secure work environment.
Discrimination Is Prohibited
The Company is an equal opportunity employer and makes all employment decisions without regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age, genetic information, or any other status protected under applicable federal, state, or local laws. This policy applies to all terms and conditions of employment, including but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, benefits, compensation and training. We seek to comply with all applicable federal, state and local laws related to discrimination and will not tolerate the interference with the ability of any of the Companys’ employees to perform their job duties.
The Company makes decisions concerning employment based strictly on an individuals’ qualifications and ability to perform the job under consideration, the comparative qualifications and abilities of other applicants or employees, and the individual’s past performance within the organization.
If you believe that an employment decision has been made that does not conform with management’s commitment to equal opportunity, you should promptly bring the matter to the attention of your immediate supervisor, designated manager, or Human Resources. Your complaint will be promptly, thoroughly and impartially investigated. There will be no retaliation against any employee who files a complaint in good faith, even if the result of the investigation produces insufficient evidence to support the complaint.
Workplace Harassment
The Company is committed to providing a work environment that provides employees equality, respect and dignity. In keeping with this commitment, the Company has adopted a policy of “zero tolerance” with regard to employee harassment. Harassment is defined under federal law as unwelcome conduct that is based on race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where: (1) enduring the offensive conduct becomes a condition of continued employment; or (2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
This policy applies to all aspects of your employment. Harassment of any other person, including, without limitation, fellow employees, contractors, visitors, clients or customers, whether at work or outside of work, is grounds for immediate termination. The Company will make every reasonable effort to ensure that its entire community is familiar with this policy and that all employees are aware that every complaint received will be promptly, thoroughly, and impartially investigated, and resolved appropriately. The Company will not tolerate retaliation against anyone who complains of harassment or who participates in an investigation.
Sexual Harassment
Sexual harassment is prohibited by federal, state and local laws, and applies equally to men and women. Federal law defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when the conduct: (1) explicitly or implicitly affects a term or condition of an employee’s employment; (2) is used as the basis for employment decisions affecting the employee; or (3) unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive working environment.
Such conduct may include but is not limited to subtle or overt pressure for sexual favors; inappropriate touching; lewd, sexually oriented comments or jokes; foul or obscene language; posting of suggestive or sexually explicit posters, calendars, photographs, graffiti, or cartoons; and repeated requests for dates. Company policy further prohibits harassment and discrimination based on sex stereotyping. (Sex stereotyping occurs when one person perceives a man to be unduly effeminate or a woman to be unduly masculine and harasses or discriminates against that person because he or she does not fit the stereotype of being male or female.) The Company encourages reporting of all perceived incidents of sexual harassment, regardless of who the offender may be.
Every employee is encouraged to raise any questions or concerns with his or her immediate supervisor, designated manager, or Human Resources.[3]
Supervisors’ Responsibilities
All managers are expected to ensure that the work environment is free from sexual and other harassment. They are responsible for the application and communication of this policy within their work areas. Managers should:
- Encourage employees to report any violations of this policy before the harassment becomes severe or pervasive.
- Make sure your supervisor is made aware of any inappropriate behavior in the workplace.
- Create a work environment where sexual and other harassment is not permitted.
Procedures for Reporting and Investigating Harassment
Employees should report incidents of inappropriate behavior or sexual harassment as soon as possible after the occurrence. Employees who believe they have been harassed, regardless of whether the offensive act was committed by a manager, co-worker, vendor, visitor, or client, should promptly notify their immediate supervisor, designated manager, or Human Resources. If the employee’s immediate supervisor is involved in the incident, the employee should report the incident to the Human Resources Department. The Company takes claims of harassment seriously, no matter how trivial a claim may appear. All complaints of harassment, sexual harassment, or other inappropriate sexual conduct will be promptly, thoroughly and impartially investigated by the Company.
The Company prohibits retaliation against any employee who files or pursues a harassment claim. To the extent possible, all complaints and related information will remain confidential, except to those individuals who need the information to investigate, educate, or take action in response to the complaint.
All employees are expected to cooperate fully with any ongoing investigation regarding a harassment incident. Employees who believe they have been unjustly charged with harassment can defend themselves verbally or in writing at any stage of the investigation.
To protect the privacy of persons involved, confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances. Investigations may include interviews with the parties involved, and, where necessary, individuals who may have observed the alleged conduct or who may have relevant knowledge.
At the conclusion of a harassment investigation, the complainant and the alleged “harasser” will be informed of the determination. Where appropriate, the “harasser” and the “victim” may be offered mediation or counseling through an employee assistance program (EAP).
Penalties for Violation of Anti-Harassment Policy
If it is determined that inappropriate conduct has occurred, the Company will act promptly to eliminate the offending conduct, and take such action as is appropriate under the circumstances. Such action may range from counseling to termination of employment, and may include such other forms of disciplinary action (such as, for example, suspension), as the Company deems appropriate under the circumstances and in accordance with applicable law.
Pay Day
Employees are paid weekly, on Friday. If the pay day lands on a holiday or the holiday that week impacts the ability to pay by Friday, pay day will be the closest business date after the holiday. Our business is conducted in Nebraska. Therefore, state taxes are taken out for the state of Nebraska. Residents of Iowa, at year end will file both Iowa and Nebraska state returns.
Payroll Bonus
Bonus pay is paid out weekly on each pay day. Bonus pay is based on the following criteria:
- Safety – zero accidents, VEDR camera violations, and all other FedEx and DOT safety requirements.
- Quality – delivering all packages on the truck every day, customer complaints, and all the other required FedEx delivery requirements.
- Attendance – showing up on time for every day scheduled to work during the week. (on or before 9:30am).
Not meeting an of the criteria above will result in your weekly bonus being taken away. All bonus pay is at management’s sole discretion.
Benefits
MNB is happy to offer benefits to its employees. Benefits become available after six months of continuous employment with MNB. We offer many different plans that employees can choose from. Benefits are optional and not required. All benefits are on a pretax basis.
Company Property
Company property must be used in the manner for which it was intended. Upon termination, employees are required to surrender any company property they possess. Company vehicles are not for private use. Company property must be returned directly to Matt Totter or Brad Cavitt only.
While in your possession – you are responsible for your scanner and iPad. Scanners and iPads are issued as a “tool of the trade” to all delivery drivers.
IPADS
iPads are removed from the truck at the end of the day and put in the assigned locker at the terminal. iPads must not be left unattended in unlocked delivery vehicles at any time. Internet use, adding personal email accounts, documents and/or music or lending out the iPad are all strictly prohibited. Careless and negligent loss, damage or misuse of an iPad will result in MNB Logistics Inc. taking cost recovery fee of $500 per iPad.
SCANNERS
Scanners are removed from the truck at the end of the day and put in the assigned locker. Damage to your scanner must be reported immediately, turned in ASAP and we will get a replacement scanner. Loss of a scanner will result in MNB Logistics Inc. taking cost recovery of:
Scanner = $725; Battery = $50.
VEDR Camera
The Video Event Data Recorder (VEDR) cameras are required by FedEx Ground. In the event of an incident or accident – FedEx will request video of the event. Failure to have and provide video is a breach of our contract with FedEx. Under NO circumstances may a driver cover, alter or remove the camera. Failure to adhere to this policy is grounds for disciplinary action, up to and including termination.
FUELING COMPANY VEHICLES PROCEDURES
All drivers are responsible for fueling the truck they are driving. If you are in a truck you are not familiar with, be sure you know if it is diesel or gasoline truck. If diesel, be sure you do not put fuel in the DEF tank. To fill your tank use the company provided gas card. Fueling personal vehicles is strictly prohibited and is grounds for termination. Fuel may be purchased at any Casey’s gas station in our work area. The cards used at MNB Logistics may only be used Monday to Sunday from 7:00am to 4:30am for purchasing use. Fuel cards only work outside at the pump, where your personal PIN code must be input along with the current mileage of the truck you are driving.
Direct Deposit
All employees must use direct deposit. Accommodation can be made for short durations if employees need paper checks. You will be given the authorization form for deposit by your immediate supervisor.
PTO
The company provides five days PTO (paid time off) after one year of employment. An additional day will be added on subsequent anniversaries with the company up to a maximum of 10 days. PTO is accrued by the months worked. Employee must be employed for the entire month to receive the subsequent accrued PTO time. Employees may take time off in advance of the time earned each year. Advanced PTO is at the manager discretion. PTO balances reset at the end of each year with no carryover. If you leave employment with a negative PTO balance it will be deducted from your final check. All positive balance will be paid out on your last check.
Days not approved in advance of being taken will only be paid out as PTO if approved by Matt Trotter or Brad Cavitt.
HOLIDAYS
FedEx observes the following holidays.
- NEW YEAR’S DAY
- MEMORIAL DAY
- INDEPENDENCE DAY
- LABOR DAY
- THANKSGIVING DAY
- CHRISTMAS DAY
After six months of employment, you will receive holiday pay. Holiday pay will only pay out if one of your regularly scheduled workdays is missed. If the holiday falls on a day that is not a regularly scheduled workday no holiday pay will be given. Any unapproved absences the day before a holiday or the day after a holiday will result in a loss of holiday pay. Employees that have two or more No Call No Shows in a year will be removed from holiday pay for the year.
Bereavement Leave
Employees will receive up to 2 days of paid time off in the event of the death of an immediate family member. Immediate family includes spouses, domestic partners, children, parents, parents-in-law, brothers and sisters.
Military Service Leave
Employees serving in the uniformed services, including the Army, Navy, Marine Corps, Air Force, Coast Guard and Public Health Service commissioned corps, as well as the reserve components of each of these services, may take unpaid military leave, as needed, to enable them to fulfill their obligations as servicemembers. Servicemembers must provide advance written or verbal notice to the Company for all military duty, unless giving notice is impossible, unreasonable, or precluded by military necessity. Employees should provide notice as far in advance as is reasonable under the circumstances. In addition, employees may, but are not required to, use accrued vacation or personal leave while performing military duty.
Jury Duty
The Company encourages employees to fulfill their civic duties. To that end, employees will be allowed leave to serve on a jury, if summoned. We request that you give us a copy of your summons notice as soon as you receive it, so that we may keep it on file. If you are called during a particularly busy period, we may ask you to request a postponement. The Company will provide additional documentation in this regard, if necessary, to obtain such postponement. There will be no compensation for jury duty.
Leaving the Company
If you wish to resign your employment with the Company, we request that you notify your manager of your anticipated departure date at least two (2) weeks in advance. This notice should be in the form of a written note or letter.
You will be paid for accrued but unused vacation time as part of your last paycheck. All final pay checks will be paper and can be scheduled to be pick up with Matt Trotter or Brad Cavitt. All uniforms and company property returned before receiving final payment.
The Company asks all employees to participate in an exit interview with their immediate supervisor prior to leaving the Company. This provides an opportunity to return parking passes, keys and other property and to tie up any loose ends. You will receive preliminary information at that time regarding continuation coverage and any other continuation of benefits for which you may be eligible.
If you leave the Company in good standing, you may be considered for reemployment at a later date. However, in the case of rehiring, the Company may consider you to be a new employee with respect to vacation time, benefits, and seniority