section iii- personal conduct - tasnet.catasnet.ca/forms/hrpdoc/employee_handbook.doc · web...

Revised April 21, 2011

Mission Statement

Of all the goals we set for ourselvesnone is more important,

more worthy of our effortsthan the complete satisfaction of our customers.

It is with this in mind that we commit ourselves totally and absolutely

to quality in the products and services we offer.All personnel will treat everyone as a

Lifetime Customer,communicating a professional image that embraces honesty

and concern for customer wants and needs.

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Welcome to Our Company

Welcome to the Taylor Automotive Group of Companies. We have strived to make this one of the finest companies of its kind in the works and we ask your support in continuing that goal. Your suggestions and positive comments are sought at all times.

Our firm is very involved with trust-yours, the publics, and ours so you will easily understand the burning desire of management and all of our employees to strive for excellence in maintaining the image we have struggled so long to acquire. Our trust in your experience and judgment is evident by our decision to employ you. We ask that at any point where you see either us or the company not living up to our potential to let us know immediately.

Our mission statement captures the vision and the spirit of the Taylor Automotive Group. Each and every employee plays a vital role in realizing this all-encompassing goal. Your active participating and teamwork approach is crucial for its success.

This booklet complements our efforts in communicating the policies and standards of expectations that preside at Taylor. It is intended to make sure all employees have the same opportunism and benefits and father that we all operate with in a standard set of guide lines. It is our objective that these policies are fair and equitable to both the employee and company alike.

IN THE RACE FOR QUALITY, THERE IS NO FINISH LINE WE MUST RUN HARD AND FAST IN THIS RACE WITHOUT END

WELCOME TO THE TEAM!

Terry Taylor

President

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Section I – Personnel Policy

EQUAL OPPORTUNITY EMPLOYERWe are firmly committed to a policy of non-discrimination in all employment practices. The corporation recruits, hires and promotes without regard to race, color, creed, national origin, sex, religion or age.

STEADY EMPLOYMENTYou are assured of steady employment as long as you adhere to our personnel standards, and as long as you are producing at a satisfactory level (barring of course, economic or other conditions over which we have no control)

TRIAL PERIODDuring the first 6 months, both the company and you are on trial. During this probationary period you will be given every opportunity to prove your ability, loyalty, and compatibility. If with regard to any of the foregoing you should be found unsuited for your job, we will try to reassign you to work which you can do, provided a vacancy exists.

If you or the dealership decides during this period that either is not suited to the other, it is understood that we may part without hard feelings.

PERSONNEL RECORDSWhen you entered our employ, you completed forms supplying us with various facts about yourself. Keeping this record up-to-date is important because it enables us to reach you in an emergency, forward your mail, properly maintain your insurance and other benefits and properly compute your payroll deductions.

It is your responsibility to keep your Branch/Department Manager informed of any and all changes in address, telephone number, marital status, or dependents.

WORKING HOURSBecause we want to be the Total Transportation Headquarters for our customers and are actually 5 or 6 businesses in one, some departments or locations must open and close at different times than others. Therefore, your starting and quitting time is determined by your supervisor. In consideration to our customers, and to your fellow employees, be on time.

Employee hours will be subject to change at the Company's discretion.

If the occasion arises that you must work overtime, or if you should have to work on a holiday, we will give you as much advance notice as possible. However, since overtime is not usually planned, there may be occasions when the notice is short. No employee will work overtime unless specifically directed to do so by his supervisor.

Sales staff hours are directed by need and not considered to be overtime

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LUNCH PERIODS & COFFEE BREAKSAll employees have 30 minutes for lunch (except where varied by agreement between employees & Branch/Department Manager), although as a practical matter employees and management usually take less time or stagger their lunch period when customers are waiting. To assure that all operations are covered, please abide by the lunch periods established by your management.

Coffee breaks of up to 15 minutes are permitted each morning and afternoon. Here again, all employees and management are expected to stagger these periods so that full coverage is maintained at each location or department. Remember, the customer comes first – it makes a bad impression, for example, if a waiting service customer sees his car idle in a stall while the service technician takes a coffee break or lunch break. How would you like it if your barber or hairstylist stopped to take a “Break”?

HOLIDAYSThe company observes all provincial statutory holidays. Holidays which fall on the weekend will be celebrated as announced by the General Manager.

Exceptions: Commissioned sales staff is governed by labour law rules.

Should any of the above holidays occur during your approved vacation period, the employee may take an extra day but not necessarily as an extension to vacation. The day will be mutually agreed to between supervisor and employee.

Those employees are entitled to be paid for any holiday must work the full working day before and after the holiday, unless prior arrangements are made with your Department Manager.

VACATIONSOne year to conclusion of 5 years service – 2 weeks. On completion of 5 years – 3 weeks. On completion of 15 years – 4 weeks. Consecutive vacation time should not exceed 2 weeks unless preapproved by General Manager or designate. Vacation time cannot be accumulated from one year to the next and must be taken annually. Any exceptions on the vacation policy must be confirmed in writing and approved by the General Manager.

We often have problems maintaining an adequate work force in each department, especially during the summer months. Therefore, you should request your vacation dates at the earliest possible time to enable your department manager to arrange and distribute the work load during your absence. While the timing of your vacation will be up to you in almost all cases, your manager has the final say in setting vacation schedules. He or she must ensure that your department can run smoothly in your absence. YOU MUST DISCUSS YOUR VACATION PLANS WITH YOUR SUPERVISOR AND THESE MUST BE FINALIZED BY APRIL 1 EACH YEAR. LAST MINUTE PLANS ARE NOT ACCEPTABLE! When two or more employees in the same department request the same vacation period, the employee with longer service will normally be given first choice; although consideration will also be given to personal problems and emergencies.

All vacation times are compulsory and must be taken unless approved by the General Manager. Although every effort will be made to accommodate the wishes of each employee, the Company reserves the right to approve all vacation schedules. To be eligible for vacation pay, you must work the full day before and after your vacation, except when prior approval is granted by your Branch/Department Manager.

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SICK/BEREAVEMENT/EMERGENCY LEAVEIllness or accidents to ourselves or family members are not planned by any of us, but various Provincial, Federal, and Company programs are in effect to protect all employees. Employees are entitled to half a sick day per month per calendar year. Leave days due to illness cannot be accumulated year to year. Absenteeism due to illness of six days per year will be considered an UNPAID leave of absence. Absenteeism due to illness for three or more consecutive working days not exceeding six days will require a 'Notice of Employee Illness/Injury' from a physician for the employee to receive full pay over the period of absence.

Bereavement and Emergency Leave due to illness, injury, or death in the family will be considered an unpaid leave of absence unless approved by the General Manager. Each instance of absenteeism due to familial bereavement or emergency will be evaluated individually; the General Manager alone reserves the right to approve paid leave under these special circumstances.

PERSONNEL REVIEWSThere is an opportunity to advance with the company. It is the policy to fill vacancies by upgrading and promoting from within, whenever present employees are qualified. Factors in connection with promotion include:

Performance Leadership

Attendance Job qualifications and training

Attitude Length of employment

VOTINGManagement encourages all employees to take part in Civic, Provincial, and Federal elections. No deductions from pay will result from the time off for voting; however, a reasonable amount of time – depending on the location of your polling station from the job – may be specified at the time of any election.

ABSENCES & TARDINESSIf for some reason you expect to be late or absent, please notify your supervisor by telephone as much in advance as possible. SPEAK PERSONALLY TO YOUR SUPERVISOR. Do not leave a message, keep calling until you reach him or her.

Failure to report your absence for two consecutive work days will be considered a voluntary termination from the company.

Continual absence or tardiness will be considered grounds for termination.

It is the duty of each of us to see that we are on the job on time. A good record of promptness and attendance, as well as productivity is important.

TIME CARDSService employees are required to punch a time clock on work orders assigned to them. Some additional employees are required to punch a time clock as instructed by their Branch/Department Manager.

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TERMINATIONSAny employee who resigns will receive pay for accrued vacation according to the law.

The company may terminate an employee for cause without advance notice. Reasons for termination for cause include, but are not limited to, insubordination, criminal offences, disregard of company rules or policies, or creating malicious disturbances on company premises.

Any incidence of theft will be reported to the appropriate authorities and may result in criminal prosecution. Any suspected incidence should be brought to the attention of your Branch/Department Manager.

A reward is offered for information leading to the conviction of anyone stealing or destroying company property. Refer to the Crime Watch procedures included in your original employment package.

LEAVE OF ABSENCEA leave of absence is authorized time off without pay for an interval longer than two weeks, carrying the right of reinstatement to the same or comparable position, whenever possible, with no loss of service.

All leaves of absence require the prior written approval of the employee's supervisor and the General Manager.

Failure to report back to work at the expiration of an approved leave of absence will be considered a voluntary termination of employment.

Leaves of absence are normally granted to permanent full-time employees for the following reasons:

Extended Illness – Personal or Family Maternity Leave as required by Law Schooling for Immediate Scholastic Year

If leave is granted for reasons of personal illness or for maternity, the employee is required to furnish a written release from his or her physician before returning to work.

Section II – Compensation and Benefits

PAY CATEGORYThere are presently several pay periods. Your category determines your pay period. Pay categories are as follows:

Hourly Employees

Salaried Employees

Commissioned Employees

Your supervisor will advise you of your pay day when you begin employment.

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RATES OF PAYIt is the intention of management to adequately compensate our employees in relation to their job duties. Your beginning rate has been mutually agreed by you and your supervisor. Any change in your rate will determined by your performance on the job.

PAY DAYWhen your regularly scheduled pay day falls on a holiday, you will receive your paycheck on the next working day after the holiday. Employees are responsible for reporting to the office any status changes which affect the amount of various deductions. This will assure proper deductions for tax, insurance, and other purposes.

LOANS OR ADVANCE ON PAYWe have learned over a period of many years that it is neither wise nor practical to make loans to members of our organization. It has never proven beneficial to either party.

EMPLOYEE ACCOUNTSEmployees are encourages to purchase from our firm the products which we offer for sale. All purchases made by employees which are not paid by cash or credit cards will be set up on their charge account within their authorized limit and must be paid within 30 days. Employees who are part time, summer help, or within six month probation period are not eligible for charge accounts.

DEBTS AND ENDORSEMENTS OF NOTESThe assignment of wages by an employee, or an order for garnishment of wages for credit, is regarded as a serious matter and a recurrence can jeopardize an employee's standing with this organization. Our concern here is that, if you cannot handle your personal financial transactions satisfactorily, then you probably can not handle transactions with our customers satisfactorily either.

There will be no assumption of responsibility or endorsement of notes for employees. The dealership will also follow any legal requirements with respect to garnishees.

CONTESTS AND INCENTIVESFrom time to time, suppliers and clients establish promotional contests which involve awarding prizes of various types for buying or selling things. All such awards or prizes are the property of the dealership and management must be properly advised of any incentive programs offered and all prizes declared to management.

GIFTS AND GRATUITIESOur company has placed trust in our employees by hiring them and placing them in positions of responsibility. We understand that business relationships can develop into personal relationships, but we do not allow some forms of gratitude to be expressed by gifts. All gifts from whatever supplier or client are the property of the dealership and must be declared to management.

INSURANCE AND HOSPITALIZATION PLAN

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Each employee has been given a booklet outlining the details of what we believe are the best total package available to the employees. The basic plan provides medical insurance, hospitalization insurance, and life insurance on a shared cost basis after a waiting period. You are encouraged to review the booklet periodically so that you will know your benefits.

CASHING OF PERSONAL CHEQUESEmployees are not permitted to cash personal cheques out of company receipts or out of imprest cash funds.

EDUCATION POLICYOur company encourages employees to take further training in employment related fields of study. We will reimburse (Up to 50%) for pre-approved courses upon successful completion.

TRAININGPeriodically, the company may direct employees to attend training seminars. In such instances the rate of compensation shall equal the normal rate of pay for that day, and will be considered a work day. Reasonable expenses incurred during time of training will be reimburses with prior approval of management.

WORKERS' COMPENSATION / SAFETYYour basic Workers' Compensation Plan, paid for entirely by the company and required by provincial law, protects you in the event of occupational injury or sickness. Again, we remind you that ANY ACCIDENT ON THE JOB – NO MATTER HOW SMALL – MUST BE REPORTED PROMPTLY TO YOUR SUPERVISOR. Failure to do so could cost you important benefits and your company could be cited for violation to the Unemployment Insurance Commission.

CANADA PENSION PLANAll employees are covered by the Canada Pension Plan which requires mandatory payroll deductions from your salary. The amount deducted is a percent of your pay, as established by the Federal Government. This amount is matched by the company, and the combined total is forwarded to the Federal Government for credit to your account.

The purpose of this fund is to provide you and your family with certain income benefits in the event of disability or retirement.

SAVINGS PLAN A yearly savings plan is operated by the company for the convenience and benefit of the employees. Monthly deductions for the purchase of Canada Savings Bonds may be initiated every year.

EMPLOYEE PURCHASES (Vehicle)All full time employees and immediate family (mothers, fathers, sisters, and brothers) are eligible for a Special Employee Discount on vehicles both New and Used and also on Parts and Service.

New Car purchases will be $200 over current Factory Invoice less any consumer incentives on at time of purchase. The purchasing policy for Used Cars is if the used car is in inventory for less than 30 days it

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will qualify for a discount pending market value and will be determined by the Used Car Manager. If a unit has been in inventory for more than 30 days it will be eligible for a greater discount. All inquiries regarding the purchase of either new or used vehicles are to be directed to the Vehicle Sales Manager.

LABOUR RATESERVICE: WARRANTY RATE less 25%BODY SHOP: (on non-insurance claims) WARRANTY RATE less 25%

This rate applies when work is done while the shop is not busy, or for emergency repairs.

PARTS PRICE: COST plus 20%

This includes parts that are sold under a repair order and installed on our premises including those people who repair their own car in our shop.

These special rates are available to employees only, for use on their own vehicles only. Prices are based on current prices in effect and subject to change at any time by manager without prior notice.

EMPLOYEE “BIRD-DOG” PROGRAM For each eligible new or used vehicle sales prospect you bring or send into the dealership who buys a vehicle from us, you will be paid $50.00. This program applies to all employees except managers and sales personnel. Eligible prospects are acquaintances, friends, relatives, or neighbors who would not normally have given our dealership an opportunity to do business with them. Employees may not refer each other. Claims after the sale cannot be honored.

PARKINGEmployees shall park in designated employee parking area as assigned.

UNIFORMSUniforms as designated by company policy will be made available. The company will assist with the cost of providing and in some cases cleaning these uniforms. It is mandatory that designated employees wear uniforms during business hours.

SOCIAL EVENTSOur Company has a Social Committee which organizes various social events throughout the year.

Full time employees contribute to the social committee through payroll deduction and the company matches the contribution. The money is used to fund such annual events as:

Winter sleigh ride Family picnic Children’s' Christmas Party As designated by the Social Committee

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Section III - Personal Conduct

INTOXICATING BEVERAGES AND DRUGSThe possession of, or the consumption of intoxicating beverages or drugs on company property, or reporting to work under the influence of alcohol or drugs is absolutely forbidden and is prime cause for dismissal. In today’s climate of “super- consumption”, even a beer or one cocktail at lunch could result in an indefensible image to our customers; even a social drink must be confined to after working hours.

Smoking is allowed only in designated areas. All employees should be conscious of their fellow employees re: secondary smoke at all times. Under no circumstances is employee smoking allowed in the showroom, customer lounges or in customer or company vehicles.

OUTSIDE WORKThe company does not consider outside work, or moonlighting, practical or acceptable. Exceptions to the policy will be considered upon written request to the president. “Moonlighting” or use of company tools or equipment without permission may be grounds for immediate dismissal.

It is important that everyone is aware that it shall be considered as grounds for immediate dismissal should any employee sell new or used vehicles, parts, undertake repair work, or make financial arrangements on behalf of the company, without the express knowledge of the owners of the company.

TRAFFIC VIOLATIONSEmployees shall be responsible for operating company vehicles within the legal restrictions of our community. Any and all fines imposed as a result of any violations shall be paid entirely by the person who was responsible for the violation. We insist that you abide by all speed, parking and traffic rules. For insurance reasons, no employee will be permitted to drive customer or company vehicles unless he/she has a valid driver’s license. Violation of this policy shall be grounds for immediate dismissal.

COMPANY VEHICLES / DEALER PLATESAny person driving a company car is responsible for his assigned dealer plate. The dealer plate or demo can be loaned only with the Dealer/GM or sales manager’s prior approval. All employees must have a copy of our insurance pink card when driving during business hours.

Company cars will be kept clean and in good mechanical condition;

All employees driving company owned automobiles must wear seat belts;

Any company owned vehicle found to be in unsatisfactory condition will be cleaned or repaired by the dealership at the employees’ expense;

A written record of any pre-existing damage must be signed by the department manager;

Personal use insurance requirements also exist for those who have assigned company demonstrators. Please see your department manager for details, if applicable;

Company vehicles such as trucks and vans are not available for moving of personal effects because of insurance coverage considerations.

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DON’T DRINK AND DRIVE

Where an employee driving a company vehicle is involved in a motor vehicle accident, and it is determined that the accident was the fault of the employee, the employee will be responsible personally for paying the deductible on the insurance claim.

The person, to whom the company vehicle is assigned, will be responsible for total loss or damage if he/she is in an accident involving alcohol or any illegal substance.

Although an employee abstract is obtained annually by the company from the registry of motor vehicles, it is the responsibility of the employee to inform his or her supervisor of any changes in driver’s license status.

ACCIDENT REPORTING PROCEDURES

Phone police while at the scene when there is any visible damage whatsoever. Even minor damage can be costly today so it is not up to you to determine the amount.

If there is any personal injury, call an ambulance.

Get drivers license number, car license plate number, name, address, phone numbers (home and work) of involved parties.

Get name, address, and phone numbers (home and work) of bystanders and witnesses.

Make a record of the time of accident, weather, road and traffic conditions at the time of accident and note any other contributing factors.

Get vehicle description, year, make, model, and color of all vehicles involved. Try to see vehicle permit and verify if the driver and the owner are the same person.

Get insurance information from all parties involved including policy number, insurance company, and insurance agent.

Within 24 hours of the occurrence, an accident report must be filled out and turned into your supervisor in writing giving all circumstances, include map and any important statements made by anyone at the scene.

NEVER ADMIT FAULT or make judgments about fault.

RULES SUMMARYThese rules are intended not only to provide guidance on specific standards of conduct in the workplace, but also to specifically summarize and advise you of your rights and obligations under the terms of employment. The following rules are binding upon all employees. However, they are not exhaustive. The company retains the right to evaluate each case on its own individual merits and to take whatever action it deems necessary in appropriate cases.

RULES Company Action1st Offence 2nd Offence 3rd Offence

Dishonesty or removal of company property without permission. Dismissal

Destruction of company property DismissalDisorderly conduct on company property DismissalInsubordination Dismissal

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Knowingly punching the time card of another employee Dismissal

Misrepresentation or deceptive practice while dealing with customers Dismissal

Misrepresentation or deceptive practice while dealing with customers Dismissal

Misrepresentation of material facts in employment application Dismissal

Lack of application of effort in performing assignments

Verbal Correction

Written Notice Dismissal

Poor work quality Verbal Correction


Violation of safety rules Verbal Correction


Being late without proper notice Verbal Correction


Being absent without proper notice or permission Verbal Correction


COMPANY PROPERTYEach employee is expected to respect other employee’s property and the company’s property. To damage records, machinery, equipment, buildings or other company facilities in anyway is strictly prohibited and is grounds for dismissal.

All service technicians should keep their tool boxes locked after normal working hours, as an unlocked tool box is an invitation to any stranger that may come on the premises.

Each employee should be aware that our company insurance does not cover their personal property, and should make certain that their home-owners or other insurance covers their possessions. The company prides itself on the facilities in which it does business; it therefore expects employees to maintain his or her work area in a manner that reflects that pride.

HOUSEKEEPINGOrderliness and cleanliness in ones work area enhances the enjoyment of your work and improves the financial return from your efforts. Please make an effort to keep your workspace clean. Use trash receptacles provided.

Each employee is responsible to clean and organize his/her work area at the close of each workday.

Washroom facilities and locker room facilities are to be kept clean and organized.

SPECIAL TOOLSThe company has provided many thousands of dollars worth of special tools and equipment for use by the technicians’. A special tool room is provided where these tools are constantly maintained in good working order, under the supervision of the branch/service manager. Tools should be returned to their proper place after using and must not be taken off the premises.

Do not attempt to use any tool or equipment you are not familiar with without first receiving instructions from your manager. Broken tools or equipment should be reported to the branch/service manager.

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TELEPHONE CALLSEmployees are asked to not make or receive personal telephone calls or messages during work hours except when absolutely essential. Unnecessary phone calls waste productive time and also tie up telephone lines, which could cost us business and create customer dissatisfaction.

To avoid embarrassment and possible dismissal, do not charge your personal long distance phone call to the company.

Personal cell phones should be turned off and put away during working hours. Under no circumstances should they be used for any purpose on company time.

PHOTOCOPIER/POSTAGE/SUPPLIES Personal use of the company photocopier, postage or supplies, must be reimbursed through the administration office.

CONFIDENTIAL INFORMATIONIt is the policy of this company that any and all information about our business be treated as strictly confidential and further, any information concerning customers, suppliers, taxes, bookkeeping or other financial data shall not be released without the written consent of the president.

KEYS TO BUILDINGSKeys are issued to responsible designated individuals of the company. Each person is responsible for the keys issued to him. They are NOT TO BE LOANED to other employees and no duplicates are to be made of issued keys. If you leave our employment, all keys are to be returned to our controller prior to final cheque being issued.

SOLICITATION AND DONATIONSOur employees are urged to be good citizens and to support worthy causes such as the united way, etc. You will be notified of certain campaigns, which are being conducted, but any contribution you will make will be your decision. To protect you from questionable organizations, we require that any group or person soliciting on our premises must have prior approval from the better business bureau and company management.

No Employee should solicit funds from or attempt to sell any tickets to any customer.

No employee shall in any way without permission of the president solicit gifts or money from any of our suppliers or accept money or gifts without specific prior permission.

WORK ON PERSONAL VEHICLESThe company cannot permit employees to work on their personal vehicles on the dealership premises without a signed repair order. Violations may result in dismissal.

PERSONAL INTEGRITY AND CONDUCTIt is important to remember that your high standards, your honesty and your integrity enabled you to pass the bonding company’s standards, and every individual has been bonded. In fairness to our families

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and ourselves, we all must realize that any instances of dishonesty not only could result in immediate dismissal but would most likely result in prosecution by the bonding company.

There can be no justification for tampering with an odometer on any vehicle coming into our possession. Violations of this and/or any other provincial or federal statute involving vehicles shall be grounds for immediate termination of employment.

Consideration for the rights of one another requires that an employee conduct himself in a respectable and orderly manner. Foul language, fighting, interference with fellow workers through ‘horse play’ and other improper conduct will not be allowed. In short, just use common sense.

WHAT IS HARASSMENT?

Often, we hear the word ‘harassment’, we think of sexual harassment only. But there are many other types of harassment as well.

Harassment is any type of behaviour, which disregards the dignity, and worth of human beings. It embarrasses and humiliates.

It is any unwarranted or offensive comment or gesture which you know, or should know, is unwelcome. Here are some examples:

Verbal abuse or threats; Unwelcome remarks, jokes, innuendo or taunting about a person’s body, race, color, attire, marital

status, ethnic or religious origins; Distribution by mail, fax, or other electronic means (i.e. computer message system) of material

which potentially could be offensive or derogatory pictures; *Practical jokes which cause awkwardness or embarrassment;

Unwelcome invitations or requests; Leering or other gestures; Unnecessary physical contact.

WHAT IS SEXUAL HARASSMENT?

It is any comment or action with sexual overtones, which is likely to offend or humiliate a fellow worker or perspective employee. In some cases, it might lead this person to believe that employment or advancement depends on paying a sexual price.

DON’T LET HARASSMENT HAPPEN…

As employees, we share a common responsibility for keeping our environment free of harassment.

As an employer, the company will not tolerate it. The company has a legal and moral obligation to prevent it. Any complaint of harassment, which has workplace repercussions, no matter where it occurs (the workplace, social gatherings, etc.) Will be taken seriously.

Harassment is considered a serious offense and is subject to an advanced level of corrective action or dismissal from the company.

THINK ABOUT IT …

Sometimes we have acted in a certain way for so long; we don’t realize we may be offending others. For example, swearing, joking, stereotyping, and rough behavior can make others uncomfortable even

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though they don’t say so. They may smile or laugh politely, fall silent or walk away. That’s your clue to stop. And don’t start again.

Think about it before you act. Would you be comfortable behaving this way in front of your children, spouse or parents? Would you like this behavior to become public knowledge?

If not…don’t let it happen!

WHAT DO YOU DO IF HARASSMENT OCCURES?

Begin by approaching the person in a clear and firm manner to explain that his or her behavior is making you uncomfortable. In many cases, this is all it takes to solve the problem. The person doing the harassment is likely to have been unaware that the behavior was offensive to you, and will volunteer to stop it immediately.

If your discussion fails to solve the problem, give the company the opportunity to solve it. There are different ways in which you can ask for help. In most cases, it’s preferable to take the problem to your supervisor/manager first. If you are not comfortable with that, or if you talk to your supervisor and the problem persists, contact the president. We believe we can solve our harassment problems internally, and we are committed to doing so. Obviously, we can’t correct what we don’t know about so please share your concerns with us at the earliest time possible. We have a legal and moral obligation to prevent harassment in the workplace, and we take this very seriously. Of course, you are free to contact the Canadian human rights commission at your own discretion.

You owe it to yourself, to your fellow employees, and to the company to help keep harassment from happening in our workplace. If you perceive that someone else is being harassed, please encourage that person to do something about it, and offer your support.

All complaints will be thoroughly investigated in keeping with the employee’s wishes.

We are quality people working to provide quality service and we deserve a quality environment. Keeping a healthy and positive atmosphere in our workplace is in the best interest of each and every one of us.

DRESS CODEDress codes vary from department to department and will be determined by company policy. Moderation and good taste in dress and grooming are required but in no cases will be the use of shorts, low cut blouses, or unbuttoned shirts be tolerated. Dress and grooming standards will be evenly applied to male and female employees. Inappropriate dress includes revealing clothes, shorts, shirts with slogans or logos, sloppy or unclean garments and dress that is inappropriate for a business establishment. Blue jeans are not to be worn by anyone in an office or customer contact position.

PERSONAL APPEARANCE

Personal appearance and hygiene is a category in which the individual standards can vary. We believe that this particular consideration is one which is least noticed by an employee, but most noticeable to our customers, therefore the following guidelines must be observed by all employees:

Each employee shall wear the attire as designated by the specific department managers. Hairstyles, which tend to reflect uncleanliness, are not permitted. Shoes should be clean and shined regularly.

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Remember, we are a sales organization and we continually meet the public. Untidy personal appearance can give our customers the impression that the quality of our efforts and work performed will reflect the same poor quality and poor judgment.

CUSTOMER COMPLAINTSCustomer complaints are to be handled in a systematic manner. Remember that a customer wants to be handled promptly, cheerfully, and fairly. If a customer complains to you, act in the following way:

Determine what department should handle the matter. Contact the manager of that department immediately and give him all of the information you have so that he can follow-up and make proper disposition of the complaint.

Complaints, which cannot be resolved in a reasonable time, must be referred to the General Manager.

SAFETYWe all need and want a safe environment in which to work, therefore we are listing several regulations, which, if followed, will minimize accidents.

Smoking, use of torch or any open flame is not permitted in areas where flammable liquids, gases or combustible materials are being used or stored.

All combustible materials should be kept in areas designated for safekeeping.

Safety boots must be worn in any shop or shipping-receiving area.

Always use protective glasses, or other safety devices when using grinding tools.

DO NOT attempt to repair or clean any electrical device, without first ensuring that the power has been turned off.

DO NOT attempt to use any electrical device near a water supply.

DO NOT attempt to use any power device, which needs repair. Immobilize the device and report it to your supervisor.

DO NOT disregard oily rags or other combustible materials in a regular trash container, place them in the containers specifically designated for combustible.

Ladders should be used for climbing and only after insuring that the unit is secured.

Waste paper, boxes, rags, or other waste materials should be placed in a trash receptacle immediately. Do not throw them on the floor with the intent to clean at a later time.

Do not lift heavy items

When driving vehicles do so in a safe manner.

If you notice any unsafe conditions, report it to your supervisor.

Report any accident or injury to your supervisor immediately. A minor injury or neglected cut, burn, etc… could later cause a serious disability. Failure to make a timely report could result in your workman’s compensation benefit being disallowed.

All employees must adhere to W.H.M.I.S. guidelines.

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The listing of safety considerations simply makes you aware; the daily execution of good practices insures YOUR SAFETY. A safety committee exists which meets approximately every four weeks. Anyone is welcome to attend upon request.

You GET the benefit- think safety- think cleanliness.

SUGGESTIONS, QUESTIONS AND GRIEVANCESWe always welcome any constructive suggestions you may have to improve our company and better serve our customers. Also, anytime you have any questions your supervisor is anxious to answer them. If he cannot give you an answer, he will get it for you.

We want every employee to receive fair treatment, and we will always do a better job with a happy and enthusiastic team of employees. If you have a problem concerning your job, you are encouraged to discuss it with your supervisor. If you do not get satisfaction, feel free to discuss your situation with anyone in management up to the owners; however, channels of organization are encouraged.

TEN COMMANDMENTS OF A GOOD BUSINESS1. A CUSTOMER is the life blood of this and every other business;

2. A CUSTOMER is the most important person in any business;

3. A CUSTOMER is not dependent on us, we are dependent on them;

4. A CUSTOMER is not an interruption of our work- he is the purpose of our work.

5. A CUSTOMER does us a favor when he calls; we are not doing him a favor by serving him.

6. A CUSTOMER is part of our business, not an outsider;

7. A CUSTOMER is not a “cold statistic” he is a human being with feelings and emotions like our own;

8. A CUSTOMER is not someone to argue or match wits with;

9. A CUSTOMER is a person who brings us his wants- it is our job to fill these wants;

10. A CUSTOMER is deserving of the most courteous and attentive service we can give him;

COMPETITION IS GETTING KEENER-ARE YOU?

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Section IV – Assigned Vehicle PolicyThe use of a company vehicle is a privilege not a condition of employment.

All Taylor Automotive employees who are entitled to a company vehicle as a taxable benefit of employment will be assigned a specific class of vehicle. The assigned company vehicle is considered a taxable benefit and will be reported as a portion of that employee’s income. The employee is responsible for all government taxes. The taxable amount paid by the employee will be based on the purchase price of the vehicle class assigned, these taxes will be deducted from each pay.

Entitlement Vehicle entitlements are :

Provincial Manager: Up to and including H Class

Area / Sales / Department Manager, Fleet Coordinator: Up to and including F Class

Branch Manager, Account Executive, Branch Supervisor: Up to and including D Class

All Assigned vehicles must be on a Non Revenue Transfer Ticket opened by another member of staff

Usage Employee will drive only the class of vehicle assigned.

Vehicle is for the use of the employee only.

No other person is insured to drive the assigned vehicle, this includes: spouses, family and friends.

Vehicles are to be clean and in salable condition at all times.

Vehicles are available to be rented at all times.

Vehicles are to be at the office at all times while he/she is on duty.

Duration The duration of the vehicle assignment by class, position, location or individual may be changed,

altered, extended or terminated at any time at the sole discretion of the General Manager with or without advance notice being given to the employee to whom the vehicle is assigned.

Insurance Public Liability and Property Damage Insurance will be paid by Taylor Automotive.

In the event of a collision the Employee is responsible for:

The first $500.00 of damage to the assigned vehicle if the collision occurred on company time.

The first $2500.00 of damage to the assigned vehicle if the collision occurred on personal time.

Collision repairs will only be charged to the employee if judged to be at fault by the General Manager.

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If the employee has been under the influence of alcohol or any illegal substance, the employee will be responsible for all damage and losses and the employee’s employment with Taylor Automotive will be terminated.

Maintenance / Repairs The employee is responsible to have all regular maintenance performed; oil changes, tire

rotations etc.

Discount pays the cost of regular maintenance directly to the service provider; a po must be issued

The employee is responsible to have all repairs completed in accordance with recall or warranty service.

If a service provider requires the vehicle overnight to perform maintenance or repair, the employee will be issued a replacement vehicle from the fleet until such time as the assigned unit is released from the service provider.

Damage Any damage to the vehicle over and above regular wear and tear will be the responsibility of the

employee.

The employee will pay full and total cost of repairs.

The General Manager will determine if a repair is regular wear and tear or the responsibility of the employee.

Staff Rentals If an employee with an assigned unit requires the use of a specialty vehicle the employee can

rent the vehicle at the employee rate.

Regular rental conditions will apply. Insurance coverage from the assigned unit will not transfer to a rented unit. LDW is available for $15 per day with a $250 deductible.

All employee rentals must be paid in full at the close of the rental agreement.

Temporary Assignment If the assigned unit is required on the rental fleet and a similar class size unit is unavailable the

employee must complete and have signed a Short Term Unit Assignment form.

Employees driving unassigned / unauthorized will be considered ‘staff rentals’ and the staff rental rate will be charged to the employee.

Fuel All fuel used will be paid for by the person to whom the vehicle is assigned.

The employee via an expense claim can reclaim any fuel used while conducting company business.

No fuel used in the assigned vehicle will be charged to any Branch, Department or Office’s gas account.

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All fuel purchases will be recorded in the ‘Auto Expenses’ booklet supplied to each employee entitled to an assigned vehicle.

‘Auto Expenses’ Booklet Employees entitled to an assigned unit must complete the ‘Auto Expense’ booklet daily.

The ‘Auto Expense’ booklet must be kept up to date and in the assigned vehicle at all times.

The booklet must be made available to the General Manager or designate immediately upon request.

The ‘Auto Expense’ booklet will be completed as follows:Day of

the Month

Odometer reading start of

day

Odometer reading

end of day

KM’s driven on company business that

day

KM’s driven for personal use that day

Amount paid for parking

Litres of fuel

purchased

Amount paid for

fuel

Any other service / work

completed

Paid for other service / work

Day of the

Month

DayKilometrage Parking

and Tolls

Fuel General ExpensesDayStart End Business Personal Litres $ Description Amount

1 15489

16587 844 254 7.00 57.2 49.

00 1

2 16587

16624 5 29 Oil

Change 19.95 2

3 16624

17014 390 44.2 38.

00 3

The last day of the month the current month’s Auto Expense Booklet page must be faxed to the GM.

The page must include the vehicle information and the signature of the employee to whom the vehicle is assigned.

Violations Unless outlined above any violation of this policy will result in:

First Offence: Written Warning Second Offence: Loss of assigned vehicle privileges indefinitely

Acceptance This policy dated January 25, 2011, supercedes all previous written or verbal Taylor Automotive

automobile policies as pertains to vehicular use by Discount Car and Truck staff.

Acceptance of an assigned vehicle by an employee denotes agreement and intended compliance with all terms and conditions as laid out in the Taylor Automotive Automobile Policy.

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IN CONCLUSIONOur reputation, which we enjoy with our customers, our suppliers and with our employees, has been carefully built through years of good management and equally outstanding team effort by everyone. We all of course hope to continue to build upon this solid foundation.

Keep in mind that the happy customer who returns time after time (hopefully as long as he lives here) is more than your friend. Collectively they are your sole means of support!

You have a great long-range career opportunity with this company. Our very best wishes for your continued success.

Remember to always help keep the “welcome mat” out.

I understand that it is my responsibility to become familiar with its contents. This handbook supercedes all previous company policy.

The policies and benefits outlined in this handbook are only summaries and are not all- inclusive. These are subject to change, interpretation and termination by management without notice as business conditions and needs change. Consequently, I agree that nothing in this handbook creates and express an implied contract of employment or employment conditions between the company and me.

If you have any questions regarding this handbook or other company policies, I understand I am encouraged to discuss them with my supervisor and/or the personnel officer.

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