Editing HandBook (section)

= EMPLOYEE POLICIES  =

'''EXCELLGEN, INC.''' 

== <br>1. INTRODUCTION  ==

This manual has been written to serve as a guide for the employee/employer relationship. It is not intended to address every issue that may arise in this relationship. Neither this handbook nor any other Company document confers any contractual right, either express or implied, to remain in the Company’s employ. Nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will, for any reason, with or without prior notice by the Company. 

The policies, procedures, benefits and practices described here may be modified or discontinued from time to time. The Company will make every effort to inform you of these changes. 

<br> 

== POLICIES  ==

=== 1. EQUAL EMPLOYMENT OPPORTUNITY POLICY  ===

Equal employment opportunity has been, and will continue to be, a fundamental principle at this Company, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religious creed, ancestry, national origin, age, sex, marital or veteran status, pregnancy, disability, sexual orientation, or any other legally protected characteristic. 

This policy of equal employment opportunity applies to all policies and procedures relating to recruiting and hiring, compensation, benefits, termination and all other terms and conditions of employment. Appropriate disciplinary action may be taken against any employee willfully violating this policy. 

<br> 

=== 2. NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY  ===

The Company is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, the Company expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment. It is the policy of the Company to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religious creed, ancestry, national origin, age, sex, marital status, pregnancy, disability, or sexual orientation. 

For the purpose of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of the individual’s employment; (ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (iii) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Harassment on the basis of any other protected characteristic is also strictly prohibited. 

Examples of sexual harassment may include explicit sexual propositions, sexual innuendo, suggestive comments, or physical contact, such as patting, pinching, or brushing against another's body. Examples of other forms of unlawful harassment include "kidding" or "teasing," or "practical jokes," based upon a person's age, race, religion, gender, pregnancy, nationality, disability, or any other legally protected characteristic. This includes electronic communications such as email, internet, or voice mail. 

The Company prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. 

The Company strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe they have experienced conduct that they believe is contrary to the Company’s policy or who have concerns about such matters should file their complaints with any officer of the Company. Individuals should NOT feel obligated to file their complaints with their immediate supervisor first before bringing the matter to the attention of one of the Company officers. 

IMPORTANT NOTICE TO ALL EMPLOYEES:<br>Employees who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this complaint procedure. An employee’s failure to fulfill this obligation could affect his or her rights in pursuing legal action. 

=== 3. DRUG-FREE WORKPLACE  ===

The following paragraphs provide the Company policy regarding a drug-free workplace: 

All employees are hereby notified that the manufacture, distribution, dispensation, possession (unless pre-approved by the Company as a part of research) or use of a controlled substance is prohibited in the workplace. Adherence to this policy will be strictly enforced. Violators of this policy may be required to follow one or more of these steps: 

1. Seek outside counseling.<br>2. Provide documentation that the employee has successfully completed a rehabilitation program.<br>3. The Company may assist any individual found to violate this policy in seeking and engaging community resources.<br> <br>Actions against violators may include but may not be limited to:<br>1. Leave without pay.<br>2. Loss of job.<br> 3. Prosecution by the Company for violating the policy, enticement, fraud, abuse, and/or other legal actions that are within the purview of the Company and Federal, State or Local statutes. 

Each employee will abide by the terms of the above statements, and will notify the Company of any criminal drug statute conviction for a violation occurring in the workplace no later than 5 days after such conviction. 

=== 4. EMPLOYEE CONFIDENTIALITY  ===

Inasmuch as the nature of the Company's work involves proprietary rights and know-how and confidential working arrangements with other companies, as well as the development of data and procedures which may be patented, all Company employees are under obligation to maintain confidentiality about all documents, notes, files, oral information, computer files or any other material which they, or any other Company employees are generating. No Company work may be removed from the Company premises without express permission from a Company manager or supervisor. Disclosure of work related information, whether intentional or inadvertent constitutes a violation of this policy. Inquiries from outside sources regarding the nature of current or past work at the Company must be directed to Company officers. 

=== 5. WORKING HOURS AND OVERTIME  ===

All full-time employees are expected to work 8-hour days and 40-hour weeks. Flexible hours will be allowed, such that employees, subject to approval by supervisors, may begin the work day as early as 6:00 A.M., and as late as 9:00 A.M. Lunch does not constitute working time. It is necessary that individual time cards be kept, which will allow documentation of the time to be charged to a particular contract. Semi-monthly timecards are to be submitted on the 16th and 1st of each following month. Excellgen will adjust the weekly schedule of employees whose job requires weekend work to accommodate a forty-hour week. A workweek is defined as beginning Monday at 12:00 am. 

=== 6. PAY PERIODS  ===

Paychecks are issued on the 15th and final day of each month for the semimonthly period ending on that date. If a payday falls on Saturday, Sunday or a Monday holiday, paychecks will be available on the preceding Friday. 

<br> 

=== <br>7. SALARY REVIEW  ===

The management of the Company periodically reviews salaries of all personnel. Yearly reviews will generally coincide with the employee's anniversary date of employment. However, the Company reserves the right to conduct a salary review at times other than yearly. Factors to be considered in the review include responsibility, job performance, technical ability, acquisition of additional skills, and one’s ability to manage his/her workload. Salary increases are earned, not merely given because one has completed another period of service. Salaries are a personal matter and are to be considered strictly confidential. 

=== 8. VOICE-MAIL AND E-MAIL POLICY  ===

Excellgen maintains voice-mail and electronic-mail (E-mail) systems to assist in the conduct of business within Excellgen, Inc.. These systems, including the equipment and the data stored in the system, are and remain at all times the property of Excellgen. As such, all messages created, sent, received or stored in the system are and remain the property of Excellgen. 

These systems were installed for the conduct of the business of Excellgen. Use of these systems for personal messages should be limited and appropriate. Messages must not contain content that may be considered offensive or disruptive to any employee, customer or to the conduct of Excellgen, Inc. business. Offensive content would include, but is not limited to, sexual comments or images, racial, religious or ethnic slurs, gender-specific comments, or any comment that would offend someone on the basis of his/her age, race, sex, religion, sexual orientation, national origin, citizenship, physical or mental disability, personal appearance, or political beliefs, or any other legally protected category. 

Employees who have access to the voice and/or E-mail of Excellgen, Inc. customers are to observe the requirements of this policy when accessing the customer's systems. 

Excellgen, Inc.. reserves the right to retrieve and review any message created, sent, received or stored on the voice-mail and E-mail systems. All passwords must be made known to Excellgen, Inc. upon request. 

While voice-mail and E-mail may accommodate the use of passwords for security, confidentiality cannot be guaranteed. Please note that even when a message is deleted or erased, it still is possible to recreate the message. Messages may be reviewed by someone other than the intended recipient. Therefore, ultimate privacy of messages cannot be ensured, and you should have no expectation of privacy with respect to any messages composed, sent or received on the voice-mail or E-mail systems. 

If you learn of any misuse of the voice-mail or E-mail system or violations of this policy, you must notify management immediately. Violations of this policy may result in the imposition of disciplinary action, which may include termination. 

=== <br>9. SEARCHES  ===

Excellgen, Inc. has the right to search your person, possessions and work or personal spaces or vehicles at any time that you are on the premises of Excellgen or a customer. Both Excellgen, Inc. and customers’ equipment, vehicles, or property, such as desks, file cabinets, computers, electronic communication systems (email, voice mail, internet) lockers, rooms, etc. are not considered your private domain regardless of whether or not they are lockable, or who possesses the key. Such areas, furniture, and property are subject to access by Excellgen, Inc., and you should have no expectation of privacy in them. 

=== 10. EMPLOYEE STATUS &amp; CLASSIFICATION  ===

Regular Full-time Employee. A regular full-time employee is one who works an average of at least 30 hours per week on a regularly scheduled basis. This employee is eligible for the Company paid fringe benefit program described in this handbook. 

Regular Part-time Employee. An employee who is regularly scheduled to work an average of less than 30 hours per week is considered a regular part-time employee. An employee in this category is not entitled to any Company fringe benefits other than those required by law. 

Temporary Employee. A temporary employee is hired with the understanding that employment is limited to a specific period and that employment will be terminated at the end of that period. A temporary employee is not entitled to any Company fringe benefits other than those required by law. 

Exempt Employees. Managerial, professional and certain administrative employees are exempt from the overtime and minimum wage provisions of the federal wage and hour law. Exempt employees are paid on a salary basis, rather than on the number of hours they work. All exempt employees are expected to work a full work week. 

Non-exempt Employees. Non-exempt employees are paid based on the actual number of hours they work in each given work week. All work performed up to 40 hours in a single week will be paid at the employee's straight-time hourly rate. Any hours actually worked in excess of 40 hours is paid at 1-1/2 times the straight time hourly rate. <br> 

[[Category:Employees]]