The values, guidelines, requirements, restrictions and benefits of Leapin' Lizard Labels.
Employee HandbookApril 2025
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INTRODUCTION 4
- Our Mission: Why We Exist 6
- Our Vision: Where We Are Headed 6
- Our Code of Conduct 6
- Labor Law Posters 7
- Equal Employment Opportunities 7
- Anti-Retaliation and Whistleblower Protection 8
- Reasonable Accommodation 8
- Religious Accommodation 8
- Pregnancy Accommodation 9
- Company Information & Confidentiality 9
- Employment Classifications 10
- Improper Reductions of Salaried Employee Pay 11
- Timekeeping Records 11
- Nonexempt Employee Electronic Communications 11
- Paid Breaks 11
- Lunch Breaks 12
- Overtime 12
- Break Time for Nursing Mothers 12
- Pay Periods 13
- Garnishments, Levies &; Child Support
- Lunch Area 13
- Refreshments 13
- Recycling 13
- Visitors 13
- Access to Personnel Records 14
- Personal Data Changes 14
- Performance Evaluations 14
- Open Door 14
- Workplace Relationships 15
- Remote Work 15
- Use of Personal or Company Rented Vehicles for Business Purposes 15
- Equipment Usage and Maintenance 16
- Personal Shipping and Receiving 16
- Safety 16
- Workers’ Compensation 16
- Group Health Insurance 17
- Simple IRA 17
- Colorado Secure Savings 17
- Holidays 18
- Holiday Pay 18
- Paid Time-Off (PTO) 18
- Paid Sick Leave 19
- Colorado’s Family and Medical Leave Insurance Program (FAMLI) 20
- Parental Leave 21
- Military Leave 21
- Voting 21
- Jury Duty 22
- Bereavement Leave 22
- Unpaid Personal Leave 22
- Attendance 22
- Absence Reporting 23
- Work Schedules 23
- Attendance at Meetings 23
- Anti-Harassment and Sexual Harassment 23
- Drug Free Workplace 26
- Anti Violence and Bullying Policy 26
- Personal Phone Calls, Texting, Phone Usage 26
- Smoke Free Workplace 27
- Social Media Policy 27
- Dress Code 27
- Solicitation, Distribution and Sales 28
- Electronic Communication Systems 28
- Disciplinary Action 29
- Separation from Employment 29
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- References / Verifications of Employment 30
- Rehire 30
- COMPS Order Acknowledgement of Receipt 32
EMPLOYEE HANDBOOK ACKNOWLEDGMENT 33
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INTRODUCTION
Welcome to Leapin’ Lizard Labels, LLC (“LLL” and/or “the Company”). We sincerely
appreciate your decision to join our team. You were offered a position here because of
your background and the attitude and passion you demonstrated in your interviews. Our
expectations are high for you and yours should be for us!
Founded in 2009, we’ve always had a strong culture focused around our employees and
the importance they play in our success. Our product quality and reputation for
providing a fantastic customer experience are a result of committed hardworking
individuals.
Culture is very important to us and our core values and commitment to living them every
day creates the foundation. Our core values are: Respect, Honesty, Learning, Growth,
Entrepreneurial Mindset and Optimism. Each plays an important role in how we
manage our business, support our fellow employees, and interact in our community.
Our Mission statement also guides our daily priorities and activities. Our Mission: “We
exist to help small business owners succeed in taking their product to market- we are
dedicated to making their brand stick”. We are in the Small Business Success Business
and that sets the stage when we arrive at work each day.
We value the sharing of information and believe the more you know about our company
and the customers we serve, the better decisions you can make. We ask that you give
100% of your input, passion, and expertise every time you walk through the door, pick up
the phone, or send an email. You fill an important role here at Leapin’ Lizard Labels and
you are extremely important to us. We all carry part of the load here and are very proud
to do so.
We expect you to learn, grow and push your personal development while you’re a part of
the team here. If we assist you in leading a great life where you can make a positive
impact on your family, friends and in the community, then we’ve succeeded.
So dig in, bring new ideas to the team, recruit new talent, laugh, voice your opinion, learn
something new about printing or entrepreneurship, have fun, find a new way to support
our customers, develop a new system. Push yourself and raise your expectations. Strive
for excellence in all you do and expect the same from our team!
Welcome, and thank you again for joining the Leapin’ Lizard Labels team.
Sincerely,
Todd Boyt
President
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Our Mission: Why We Exist
Our Mission statement also guides our daily priorities and activities: “We exist to help
small business owners succeed in taking their product to market- we are dedicated to
making their brand stick”. We are in the Small Business Success Business and that sets
the stage when we arrive at work each day. Our Core Values: The LLL Way
Culture is very important to us and our core values and commitment to living them every
day and each value plays an important role in how we manage our business, support our
fellow employees, and interact in our community. They reflect who we are, who we want
to become, and how we interact with each other, our customers, and our community.
● Respect: Every interaction is grounded in the belief that everyone’s opinions and
experiences are valuable and should be treated as such
● Honesty: Believe in doing the right thing even when no one is watching
● Learning, Growth: Desire to learn new things, open to new ideas and to change
● Entrepreneurial Mindset: Willing to jump in and do what is needed to delight our
customers and our team, a sense of urgency, and high personal accountability and
responsibility
● Optimism: Expecting the best from the team and our customers. There is always a
solution, no matter how big the challenge
Our Vision: Where We Are Headed
We will be a known player in the custom label printing market who:
● Is recognized as a leader in creating an amazing customer experience
● Has a healthy, friendly, motivated and efficient work environment.
● Is recognized for our community involvement.
● Is recognized for our sustainability practices.
Our Code of Conduct
● Respect one another and make good decisions.
● Balance confidence with competence.
● Live within the company’s core values.
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EMPLOYMENT AT WILL
EMPLOYMENT WITH LEAPIN LIZARD LABELS, LLC IS AT-WILL, UNLESS STATE LAW
PROVIDES OTHERWISE. THIS MEANS THAT EMPLOYMENT MAY BE TERMINATED FOR
ANY OR NO REASON, WITH OR WITHOUT CAUSE OR NOTICE AT ANY TIME BY THE
EMPLOYEE OR BY THE COMPANY. NOTHING IN THIS HANDBOOK OR ANY ORAL
STATEMENT WILL LIMIT THE RIGHT TO TERMINATE THE AT-WILL EMPLOYMENT
RELATIONSHIP. THIS AT-WILL EMPLOYMENT POLICY IS THE SOLE AND ENTIRE
AGREEMENT BETWEEN THE EMPLOYEE AND LEAPIN LIZARD LABELS, LLC
REGARDING THE FACT THAT EMPLOYMENT WITH LEAPIN LIZARD LABELS, LLC IS AT-
WILL.NO MANAGER OR SUPERVSIOR HAS ANY AUTHORITY TO ENTER INTO A
CONTRACT OF EMPLOYMENT - EXPRESS OR IMPLIED - THAT CHANGES THE FACT
THAT EMPLOYMENT WITH THE COMPANY IS AT-WILL. ONLY THE OWNERS OF THE
COMPANY OR THEIR AUTHORIZED REPRESENTATIVE HAS THE AUTHORITY TO ENTER
INTO AN AGREEMENT THAT ALTERS THE AT WILL EMPLOYMENT RELATIONSHIP AND
ANY SUCH AGREEMENT MUST BE IN WRITING AND SIGNED BY THE OWNERS OF THE
COMPANY OR THEIR AUTHORIZED REPRESENTATIVE.
Labor Law Posters
Please use this link to access state and federal labor law posters.
GENERAL EMPLOYMENT
Equal Employment Opportunities
LLL is committed to a strong policy of equal employment opportunity and to
compliance with federal antidiscrimination laws. We also comply with Colorado law,
which prohibits discrimination and harassment against any employees or applicants for
employment based on disability, race (including hair texture, hair type, hair length, or
protective hairstyles commonly or historically associated with race (e.g, braids, locs,
twists, tight coils or curls, cornrows, bantu knots, afros and headwraps)), color, creed,
sex (including pregnancy) religion, age (over 40), national origin, sexual orientation,
gender identity, gender expression, marital status, ancestry, living organ donor status,
veteran status, National Guard status, civil air patrol status, or lawful activities during
non-working hours. The Company also does not discriminate against qualified
applicants because they did not apply through a private employment agency.
This policy applies to all terms, conditions and privileges of employment including
recruiting, hiring, training, promotion, demotion, transfer, leaves of absence, pay,
benefits, and dismissal.
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LLL expressly prohibits any form of workplace harassment or discrimination and urges
reporting of any instances of harassment or discrimination. LLL will investigate all such
reports. There will be no retaliation against any employee who files a complaint in good
faith, if deemed appropriate, LLL will take appropriate disciplinary action up to and
including termination of employment.
Anti-Retaliation and Whistleblower Protection
In accordance with anti-retaliation and whistleblower protection regulations, LLL strictly
prohibits any form of retaliation against an employee who:
● Makes a good faith complaint or discusses making a good faith complaint;
● Assists in the handling or investigation of a good faith complaint;
● Objects to, or refuses to participate in any activity, policy, or practice, which the
employee reasonably believes is a violation of the law;
● Provide input into investigations regarding violations of the law; or
● Participates or assists in a legal action or hearing regarding non-compliance with
the law.
LLL takes complaints of retaliation seriously. All such complaints will be reviewed
promptly and, where appropriate, investigated. Employees found to have engaged in
retaliation will be subject to disciplinary action up to and including termination of
employment.
Reasonable Accommodation
If the Company is made aware of an employee's disability and there is a need for
accommodation, the Company President will engage with the employee and their
manager in the interactive process. This process will determine what, if any,
accommodations are necessary and reasonable to assist the employee in doing the
essential functions of their job. Whether an accommodation is reasonable will be
determined based on several factors, including whether it will effectively assist the
employee in doing the essential functions of their job, the cost, and the effect on
business operations. In most cases, employees will be required to provide
documentation from an appropriate health care provider. The Company President will
provide employees with the necessary form.
All employees are required to comply with safety standards. Employees who pose a
direct threat to the health or safety of themselves or others in the workplace may be
temporarily moved into another position or placed on leave until it is determined if a
reasonable accommodation will effectively mitigate the risk.
Religious Accommodation
The Company will provide employees with accommodations related to an employee’s
sincerely held religious beliefs, practices, or observances, as long as the
accommodation does not create an undue hardship. Examples of accommodations
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include, but aren’t limited to, exceptions to dress or grooming policies, schedule
changes for religious observances, and breaks for prayer.
Employees who need, or may need an accommodation should notify their manager or
the Company President. LLL may require employees to provide additional information
about the religious practices or beliefs and the accommodation requested. If leave is
provided as a reasonable accommodation, it may run concurrently with other leaves
provided by federal, state, or local law.
Pregnancy Accommodation
The Company will provide reasonable accommodations for known limitations related to
pregnancy (including termination of pregnancy), childbirth, or other related medical
conditions or medical appointments (including fertility treatments), provided that such
accommodations would not create an undue hardship.
The following accommodations will generally be presumed to be reasonable and will be
granted as soon as possible and without supporting documentation:
● Carrying or keeping water nearby and drinking
● Additional restroom breaks
● The ability to alternate between sitting and standing
● Breaks to eat and drink
If you need an accommodation, notify your manager or the Company President. If the
need for a particular accommodation is not obvious, you may be asked to provide
additional information, such as how it will address limitations caused by pregnancy,
childbirth, or related medical conditions. If additional discussion is necessary, the
Company will engage with you in the interactive process to accurately understand your
limitations and find reasonable accommodations. Documentation to support a request
for accommodation may be required, but only when reasonable under the
circumstances.
If leave is provided as a reasonable accommodation, it may run concurrently with other
leaves provided by federal, state, or local law.
Company Information & Confidentiality
Employees of LLL will have access to confidential information of the Company and our
customers. Confidential information includes, but is not limited to, information
concerning product design, manufacturing processes, company financials, pricing, or
customers.
Disclosure of confidential information might seriously damage our competitive position
and therefore such action will not be tolerated. This non-disclosure prohibition applies
both during and after an employee’s employment. Any copying, reproducing, or
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distributing of confidential information in any manner must be authorized by the
Company President. Confidential information remains the property of LLL and must be
returned to the Company upon separation or at any time upon demand.
Employees who improperly use or disclose confidential Company information will be
subject to disciplinary action, up to and including termination of employment.
Employees may also be subject to legal action, depending on the sensitivity and scope
of information disclosed.
This policy should not be interpreted to prohibit employees from discussing terms and
conditions of employment including wages if they choose. These restrictions are not
intended to prohibit the disclosure to outsiders of information about the company that
is routinely made available to the public by advertisement or otherwise, such as the
nature of the Company’s products and services.
WAGES AND RECORDKEEPING
Employment Classifications
For the purpose of ensuring compliance with state and federal laws and eligibility for
benefits and overtime, LLL classified its employees according to the classifications
below. LLL may review or change the status of your employment. If you change
positions or if your job responsibilities change, your manager will notify you of any
changes to your status.
● Part-time employment is defined as working less than 30 hours per week.
● Full-time employment is defined as working 30 or more hours per week.
● Temporary employees are hired for a limited time and may assist with a
particular project, work as an interim replacement, or temporarily supplement the
work of our team. Employment beyond any initially stated period does not in any
way imply a change in employment status or classification. Temporary
employees are not eligible for benefits or paid time, other than those mandated
by state or federal laws.
● Exempt employees are paid on a salary basis. They are not eligible to receive
overtime pay or “comp time”.
● Non-exempt employees may be paid on an hourly or salary basis and are eligible
to receive overtime pay.
Improper Reductions of Salaried Employee Pay
Employees who are classified as exempt will receive salaries that are intended to
compensate them for all hours worked at LLL.
Under federal and state law, an exempt employee’s salary may be reduced under the
following circumstances:
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● Full day absence for personal reasons or furlough;
● Full day disciplinary suspensions for serious infractions of written policies or
procedures;
● Disciplinary suspensions due to violations of a safety rule of major significance;
● As an offset for amounts received as payment for jury duty, witness fees or
military pay;
● As a result of working less than a full week during the first or last week of
employment;
● Full day absences taken as FMLA leave and partial day absences for hours taken
as intermittent or reduced FMLA leave.
If an exempt employee has any questions about reductions from their pay, they should
immediately contact the Company President. All reports will be investigated and
responded to appropriately, including reimbursing employees whose pay has been
reduced in violation of this policy.
Timekeeping Records
Employees should immediately notify the Company President of any mistakes in their
pay, or if they have any questions about how their pay is calculated.
Nonexempt Employee Electronic Communications
As with other types of authorized work, all time spent by nonexempt employees using
electronic communications for work purposes will be considered hours worked; the
time is compensable and will count toward overtime eligibility as required by law.
Therefore, to avoid incurring unnecessary expenses, electronic communications should
not be used outside regularly scheduled work hours unless approved by the Company
President.
Paid Breaks
Hourly employees are encouraged to take a ten-minute paid break during each four-hour
shift. Given the nature of our work environment, employees are able to take a break
anytime to use the restroom, get a drink, or just to get some fresh air. To allow this
flexibility, we ask employees to coordinate breaks within their department while being
considerate of co-workers. As much as possible, breaks should occur around the
middle of a four hour shift. Employees must remain on premises and may not combine
breaks. Please notify your manager if additional help is needed in your area to facilitate
a break.
Lunch Breaks
Hourly employees are provided a lunch break after five consecutive hours of work.
Lunch breaks should last no longer than 60 minutes. Employees must be completely
relieved of all duties during that time. Employees may leave the premises during their
lunch break. Whether an employee stays on the premises or leaves for lunch, unpaid
breaks should be accurately recorded on a timesheet.
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Overtime
Hourly employees will be compensated at a rate of one and one-half times their regular
rate of pay for hours worked in excess of forty (40) hours in a work week or twelve (12)
hours in one day. Paid vacation and/or paid holiday hours are not included in overtime
calculations. Overtime must be approved by your manager.
Break Time for Nursing Mothers
The Company will provide employees with a reasonable amount of break time to
express breast milk for up to two years after the child’s birth and as often as the
employee needs to do so.
Employees needing breaks for this purpose may use ordinary paid breaks or may take
other reasonable break times when needed. If possible, the lactation break should run
concurrently with scheduled meal and rest breaks already provided. If the lactation
break time cannot run concurrently with meal and rest breaks or additional time is
needed, the lactation break will be unpaid for nonexempt employees.
Employees will be relieved of all work-related duties during any unpaid break. When
unpaid breaks or additional time is needed, employees should work with their supervisor
regarding scheduling the extra break time.
Because exempt employees receive their full salary during the weeks in which they
work, all exempt employees who need location accommodation breaks do not need to
report any extra break time as “unpaid”.
For lactation breaks, the company will provide employees with the use of a room or
other location to express milk in private, other than a bathroom or toilet stall, which is
shielded from view and free from intrusion from co-workers and the public.
The Company will otherwise treat lactation as a medical condition and address
lactation-related needs in the same manner that it addresses other non-incapacitating
medical conditions, including requested time off for medical appointments, requested
changes in schedules, and other requested accommodations.
Employees who believe they have not been provided lactation break time and the use of
a room or private area in accordance with this policy and federal law should
immediately notify the Company President.
Pay Periods
Our workweek begins on Sunday at 12:01 a.m. and ends on Saturday at 12:00 p.m.
Employees are paid biweekly – every other Wednesday. Non-exempt (hourly) employees
are required to record and submit their regular hours worked and any personal leave
taken or overtime hours worked before 10:00 a.m. on the Monday preceding paydays.
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Exempt (salaried) employees are required to record and submit any personal leave
taken before 10:00 a.m. on the Monday before the payday.
Garnishments, Levies & Child Support
From time to time, LLL receives legal notices from the courts to withhold money from
an employee’s paycheck for such things as garnishments, levies and child support.
Once notification from the courts is received, the employee will be notified that a
deduction will be taken by the order. Due to potential conflicts, LLL
does not accept voluntary garnishments, levies, or child support notices.
ON THE JOB
Lunch Area
LLL provides a lunch and break area for employee use. Although light custodial services
are provided, all employees are expected to clean up after eating, drinking, or preparing
food and drink in this area. For safety, cleanliness, courtesy to the next user, and to
maintain a professional image, counters and table tops should be wiped down, and
dishes, utensils, and mugs should be cleaned after every use. Items stored in the
refrigerator should be removed by day’s end on every Friday. After that time, items and
containers left in the refrigerator may be thrown away.
Refreshments
For the convenience of our employees, LLL provides complimentary coffee, and
sometimes Fig Newtons.
Recycling
LLL supports recycling and expects employees to make a good faith effort to reduce the
use of paper and recycle acceptable materials whenever possible. Recycling
receptacles are made available throughout the facility to encourage this practice.
Visitors
Personal visits should be kept to a minimum. Employees are asked to notify the
Company President if they are expecting a business related visitor. Employees
expecting clients or potential clients are encouraged to post such visits on the company
calendar in advance. Visitors are not allowed in any area of the building without being
escorted by a LLL employee. Under no circumstances will visitors be allowed in
confidential, unauthorized or potentially hazardous areas. LLL does not allow outside
solicitors on company property. Solicitors should be notified of our policy and asked to
leave the premises.
Access to Personnel Records
All current employees may inspect their personnel file in the presence of a
representative of LLL. Former employees can inspect their personnel files once after
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termination. Requests to access your personnel file should be directed to the Company
President.
Current and former employees are not allowed to view investigation records or any
letters of reference prepared or collected by LLL. Copies of files may be requested, but
cannot be removed. LLL reserves the right to charge reasonable fees to cover the cost
of copying such documents.
Employee records will be confidentially and legally maintained. Only authorized
members of management and the Company President have access to an employee’s
personnel file. However, the Company will cooperate with, and provide access to an
employee’s file, to law enforcement officials or local, state, or federal agencies in
accordance with applicable law.
Personal Data Changes
Up-to-date information is critical because this information is used for benefits
administration, notification in case of emergency, etc. Please notify the Company
President of changes in name, address, telephone number, marital status, number of
dependents, designated beneficiaries, direct deposit banking information or withholding
allowances.
Performance Evaluations
Employee performance is important to LLL. Evaluating employee job performance and
providing feedback is an important factor in making employment related decisions.
Criteria for evaluation includes your performance in relation to the Company’s values,
your strengths, and opportunities for improvement.
Open Door
LLL seeks to develop a spirit of teamwork where individuals work together to attain our
common goals. In order to maintain an atmosphere where these goals can be achieved,
we provide a comfortable and progressive workplace where communication is open and
problems or concerns can be discussed and resolved in a mutually respectful
atmosphere. LLL recognizes and considers individual employees and their individual
circumstances and encourages employees to use direct communication to resolve
difficulties that may arise. In keeping with this philosophy, employees and supervisors
will maintain professionalism and confidentiality where appropriate.
Additionally, we are always interested in hearing constructive ideas and suggestions for
improving operations. Suggestions can be shared with your manager, another member
of management, or the Company President.
Workplace Relationships
As a family owned business, we value the relationships that contribute to our
collaborative work environment. As such, we will evaluate familial or romantic
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relationships on a case-by-case basis, considering factors such as reporting structures
and impact on the workplace. Employees are encouraged to disclose any familial or
romantic relationships that may lead to a conflict of interest to their supervisor or the
Company President. If we determine such a relationship could present (real or
perceived) favoritism or conflict of interest, we will explore solutions that may include
but are not limited to job reassignment or changes in reporting structure.
Remote Work
In certain circumstances, employees may be allowed from an alternative location on a
regularly scheduled basis. Not every position is appropriate for this type of
arrangement. In order to support the needs of the business and their co-workers,
employees working from home are expected to be accessible and must respond to
business related calls and emails in a timely manner. Please note that an employee’s
decision to work from home does not allow them to submit an expense report when
travel to the office is necessary to perform their regular duties.
Use of Personal or Company Rented Vehicles for Business Purposes
At certain times, and with the approval of the Company President, employees may drive
their personal vehicles or a rented vehicle while conducting Company business. In such
instances, employees must adhere to the following:
● Wear seat belts when driving or riding on company business.
● Obey all laws and practice courteous and safe driving habits.
○ Most states, including Colorado, prohibit drivers from using a mobile
device while driving. This includes holding or manually using a mobile
device for calls, texting, or any other reason. Drivers must use a hands-free
device, or legally park the vehicle before using a mobile device for such
purposes.
● Possess valid auto insurance in amounts of at least minimums dictated by state
law.
● Possess a valid driver’s license.
○ Employees who have lost their driver’s license must notify their supervisor
the next working day and may not drive on company business until their
driver’s license is replaced or reinstated.
● Under no circumstances will any employee consume any form of alcoholic
beverage or controlled substances while driving on company business or at an
event that will require them to drive on company business after having consumed
the alcoholic beverage or controlled substance.
● Smoking is not allowed in Company owned or rented vehicles.
● Employees are solely responsible for any tickets caused by their own behavior
(e.g., speeding, parking).
Equipment Usage and Maintenance
Employees are expected to use proper care with Company products, equipment and
machinery. If an employee breaks, damages or loses any property or equipment, they
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must report it to their manager immediately. Prior approval for personal use of
equipment is required and should be kept to a minimum.
Personal Shipping and Receiving
Employees wishing to ship a personal package should contact the Shipping
Department. Full payment must be made at the time of service. If you will be receiving a
personal package at LLL, please notify your manager in advance.
SAFETY AND WORKERS COMPENSATION
Safety
The safety of our employees is very important to us. We strive to achieve zero accidents
and injuries. In support of our goal to be an accident and injury-free workplace, LLL
expects employees to perform all tasks in a safe and efficient manner, in compliance
with federal, state, and local laws. This includes using recommended ear plugs and/or
noise cancelling earbuds/headphones. Employees should report any unsafe practices
or conditions to their supervisor or the Company President immediately.
Workers’ Compensation
Employees who sustain a work-related injury or illness should notify a member of
management immediately. For life threatening emergencies, employees should be
transported to a hospital emergency room by ambulance. Otherwise, if the injury is not
life threatening, but warrants a physician’s care, employees should go to a designated
physician. Your supervisor can provide you with a list of designated providers. A list of
designated physicians is also posted in the employee break room.
Before returning to work, employees must obtain a doctor’s written release, with or
without work restrictions, and submit it to the Company President.
LLL will notify our workers’ compensation insurance company if we have reason to
believe an employee has supplied false or misleading information regarding a claim
and/or has filed a fraudulent claim. Workers compensation fraud is a crime, and is also
grounds for disciplinary action up to and including separation of employment.
EMPLOYEE BENEFITS
LLL is proud to offer our employees health insurance, profit sharing, and retirement
savings benefits. The investment that LLL puts into your benefits is an investment in
you. As an integral part of your total compensation, this investment in your benefits
represents considerable value to you as an employee of LLL.
The benefit program is reviewed annually and determined by the Company President.
Questions regarding the benefit program should be directed to the Company President.
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Group Health Insurance
LLL pays 80% of the employee portion of group health insurance premiums for
employees working at 30+ hours per week. Employees have up to 30 days from their
date of hire to enroll in our health insurance plan. Elections remain in effect for the
remainder of the plan year. Employees have the opportunity to make changes to their
health insurance elections during the annual open enrollment period. However,
employees who experience a qualifying life event, such as marriage, divorce, or the birth
of a child will be allowed to make changes to health plan elections in accordance with
plan documents. Please see the Company President for more information. Company
provided health insurance options are evaluated each year and are not guaranteed.
Simple IRA
Employees working over 25 hours a week are eligible to participate in a Simple IRA Plan.
Enrollment occurs annually. To be eligible to enroll, employees must have earned at
least $5,000 in the previous year, or expected to earn at least $5,000 in the upcoming
year. LLL provides an employer match, which is evaluated each year and is not
guaranteed.
Colorado Secure Savings
Because LLL offers a Simple IRA to its employees, the Company is exempt from the
provisions of Colorado Secure Savings.
TIME OFF AND LEAVES OF ABSENCE
Holidays
LLL proudly offers its employees eight paid holidays each year. A schedule of observed
holiday dates will be posted at the start of each year. Click here to see the holiday schedule for 2025. Under certain circumstances, the
company may choose to extend a holiday period in which case employees will be
required to use accrued paid time off for the extended days not included in the holiday
schedule. If accrued paid time off is not available, the time off will be unpaid. Please see
your department manager if you do not have any accrued paid time off.
Holiday Pay
LLL pays all full-time employees their regular rate of pay for Company observed
holidays. In addition, if a non-exempt employee works on a company-observed holiday,
they will be paid at their regular rate of pay for the number of hours worked. For
example, if a non-exempt employee works 4 hours on holiday, they will be paid for the
equivalent of 12 hours: 8 hours of holiday pay + 4 hours worked.)
Part-Time Employees
Part-time employees are eligible for holiday pay if they:
1. Work 15 or more hours per week, averaged quarterly, and
2. Would normally be scheduled to work on the day LLL observes a holiday.
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In such cases, part-time employees will be compensated for the holiday based on the
number of hours they would have normally worked on that day.
Paid Time-Off (PTO)
Employees begin accruing PTO on their first day of employment and are eligible to use
accrued PTO after 30 days of employment. Employees accrue PTO every pay period.
These hours will be available for use after each pay period, once the 30 days of service
requirement has been met.
PTO may be used in two hour increments for vacation, personal appointments, or other
reasons not covered by any other type of leave. Employees must request time off as far
in advance as possible. We will make every effort to accommodate requests for time
off, however, we cannot guarantee the request for time off will be approved. For the
convenience of co-workers, employees are asked to post PTO days on the Company
Calendar.
Employees are not allowed to use PTO in excess of their maximum balance limit. Under
extenuating circumstances, exceptions may be granted by the Company President.
Employees may carryover PTO amounts based on their employment status. Only in
extenuating circumstances that are pre-approved by the Company President will an
employee be allowed to exceed their maximum balance limit. Otherwise, PTO will stop
accruing until the PTO balance drops below the maximum limit amount.
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Full Time and Part Time Employees
For purposes of calculating paid time off, exempt employees are assumed to work 40
hours per week.
Paid Sick Leave
All employees accumulate sick time at the rate of one hour per 30 hours worked, up to
48 hours in a year. Paid sick leave may be used if an employee:
● has a mental or physical illness, injury, or health condition that prevents them
from working;
● needs to get preventive medical care or to get a medical diagnosis, care, or
treatment of any mental or physical illness, injury, or health condition;
● needs to care for a family member who has a mental or physical illness, injury, or
health condition or who needs to get preventive medical care or to get a medical
diagnosis, care, or treatment of any mental or physical illness, injury, or health
condition;
● the employee or the employee’s family member having been a victim of domestic
abuse, sexual assault, or criminal harassment and needing leave for related
medical attention, mental health care, or other counseling, victim services
(including legal services), or relocation;
● due to a public health emergency, a public official having closed either (A) the
employee’s place of business, or (B) the school or place of care of the
employee’s child, requiring the employee needing to be absent from work to care
for the child;
● needs to care for a family member whose school or place of care has been
closed due to inclement weather, loss of power, loss of heating, loss of water, or
other unexpected occurrence or event that results in the closure of the family
members school or place of care;
● needs to grieve, attend funeral services or a memorial, or deal with financial and
legal matters that arise after the death of a family member; or
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● needs to evacuate the employee's place of residence due to inclement weather,
loss of power, loss of heating, loss of water, or other unexpected occurrence or
event that results in the need to evacuate the employees residence.
Paid sick leave may be used in one-hour increments. Employees begin accruing sick
time upon hire.
It is your responsibility to notify your manager each day at the beginning of your shift
when you cannot come to work because of any reason covered by this policy. Also, let
your manager know when you expect to return to work.
In the event you are absent for four or more workdays, medical or legal certification is
required. If you have an extended illness, accumulated sick time currently provides pay
while you are away from work.
Unused sick hours currently are carried over from year to year up to 48 hours so they
can be accumulated and used when needed. Employees, however, may not use more
than 48 hours of sick leave in a year. Because paid sick time can be accumulated to be
used if you are personally sick or injured; you will not receive extra pay or extra time off
for your unused sick time.
Paid sick time will not be used in the calculation of overtime. Also, you are not paid for
unused sick time when you leave. Employers shall not retaliate against an employee for
requesting or using paid sick leave. Additional rules will apply in the case of a public
health emergency.
Colorado’s Family and Medical Leave Insurance Program (FAMLI)
Colorado employees who have earned $2,500 during the previous year for work
performed in Colorado are eligible to apply for paid family and medical leave. Qualifying
reasons for paid family and medical leave are:
● Caring for a new child during the first year after the birth, adoption, or foster care
placement of that child.
● Caring for a family member with a serious health condition.
● Caring for your own serious health condition.
● Making arrangements for a family member’s military deployment.
● Obtaining safe housing, care, and/or legal assistance in response to domestic
violence, stalking, sexual assault, or abuse.
Covered employees are entitled to up to 12 weeks of paid family and medical leave per
year. Individuals with serious health conditions caused by pregnancy complications or
childbirth complications are entitled to up to 4 more weeks of paid family and medical
leave per year for a total of 16 weeks.
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Leave may be taken continuously, intermittently, or in the form of a reduced schedule.
Employees may choose to use sick leave or other paid time off before using FAMLI
benefits, but they are not required to do so. LLL and an employee may mutually agree to
supplement FAMLI benefits with sick leave or other paid time off in order to provide full
wage replacement.
Employees who have worked for LLL for at least 180 days are entitled to return to the
same position, or an equivalent position, upon their return from FAMLI leave.
For more information about FAMLI and how to apply for benefits, please visit
https://famli.colorado.gov.
Parental Leave
For our Colorado employees, LLL will supplement up to three months of FAMLI leave
benefits employees who are caring for a new child during the first year after the birth,
adoption, or foster care placement of that child. Our Parental Leave is intended to
supplement wages not covered by FAMLI, and are not in addition to or an extension of
FAMLI benefits. To be eligible for this supplemental paid parental leave, an employee
must have worked for LLL for one year.
For employees who reside in states where paid family leave is not available, LLL will
provide paid leave at 50% of the employee's normal base salary/wage for up to three
months to care for a new child during the first year after the birth, adoption, or foster
care placement of that child. This leave benefit is available to employees who regularly
work 40 hours per week and have been an employee of LLL for the previous consecutive
12 months.
Military Leave
Military Leave Employees granted a military leave of absence are reinstated and paid in
accordance with the federal and state laws governing veterans' reemployment rights.
An employee who anticipates the need for military leave should provide LLL with as
much advance notice as possible.
Voting
Voting is an important responsibility we all assume as citizens. We encourage
employees to exercise their voting rights in all municipal, state, and federal elections.
Under most circumstances, it is possible for employees to vote either before or after
work. If it is necessary for employees to arrive late or leave work early to vote in any
election, employees should arrange with their supervisor no later than the day prior to
Election Day.
Jury Duty
We encourage employees to meet their civic responsibility when you are called for jury
duty. If you receive a summons for jury duty, please notify your supervisor. Nonexempt
employees who are scheduled to work those days, will receive regular wages for the
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first three days of jury duty. Jury duty beyond three days is without pay from the
Company for nonexempt employees. You are expected to report to work if you are
excused from jury duty during normal work hours.
Bereavement Leave
Full-time employees are eligible for up to three days of paid leave to attend the funeral
or memorial service of an immediate family member. “Immediate family member” is
defined as spouse, parent, child, sister, brother, niece, nephew, grandparent, grandchild,
mother-in-law, father-in-law, sister-in-law, brother-in-law, grandparent-in-law, aunt, uncle
and legal guardian or ward.
Bereavement Leave is in addition to the use of available Sick Leave. If more than three
days is needed, employees may use unpaid leave with the approval of their manager.
Unpaid Personal Leave
LLL may approve an unpaid personal leave for reasons that are not covered by any other
Company leave policy, or any protected federal or state law. Such leave is typically
limited to employees with at least one year of employment with LLL. Employees must
have the approval of their manager and the Company President. LLL maintains the right
to decline any request for leave for any reason or no reason at all.
Other Leave
Employees may be eligible for other job protected leave in accordance with state laws,
including leave for volunteer firefighters, law enforcement, qualified volunteers, and civil
air patrol. Please contact the Company President for more details.
EMPLOYEE CONDUCT
Attendance
Daily operations and customer support are greatly enhanced when supervisors and
coworkers can plan for and adjust to staff absences. Therefore, LLL expects its
employees to show up for work on time and remain at work during their shift.
Employees who fail to meet this expectation may be subject to disciplinary action up to
and including termination of employment. Employees absent for four consecutive
workdays without reporting their absence may be terminated.
Absence Reporting
All employees must request time off as far in advance as possible. If advance notice is
not possible and you are unable to report to work as scheduled, you must notify your
manager before the start of your scheduled workday. If neither is available, leave a
voicemail message for both your manager and the Company President. If you have not
received confirmation from either your manager or the Company President within 30
minutes of the start of your shift, you should make a second attempt to contact them.
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Employees are also expected to notify their manager when they plan to leave early.
Work Schedules
Because of the nature of our business, work schedules may vary depending on
individual jobs. Regular business hours are Monday-Friday 7:30 a.m. to 5:30 p.m.,
excluding company-observed holidays. Work hours are established by your manager,
and may vary from other employees depending upon the nature and requirements of
individual jobs within the company.
Attendance at Meetings
Company and/or departmental meetings held at LLL cover valuable information and
other important aspects of work. Employees are required to attend these meetings
unless other arrangements have been made in advance. Employees missing a company
or departmental meeting will be responsible for obtaining any missed information.
Nonexempt employees will be compensated for time spent at company and/or
departmental meetings.
Anti-Harassment and Sexual Harassment
The company is committed to providing a work environment that is free of harassment
based on legally protected characteristics. As a result, LLL maintains a strict policy
prohibiting sexual harassment and harassment against any applicant or employee
based on any legally recognized status including, but not limited to, veteran status,
uniformed servicemember status, race, color, religion, sex, sexual orientation, gender
identity, pregnancy (including childbirth, lactation, and related medical conditions),
national origin or ancestry, physical or mental disability, genetic information (including
testing and characteristics), citizenship or immigration status or any other status
protected by federal, state or local law (collectively, “protected characteristics”).
The harassment proscribed by this policy applies to conduct by any person involved in
our operations, including employees, supervisors, managers, temporary or seasonal
workers, agents, clients, vendors, customers, or any other third party involved in the
Company’s operations, and this policy specifically prohibits conduct that creates or
contributes to a hostile or offensive working environment for any Company employee or
applicant based on protected characteristics. If such harassment occurs, which an
employee believes to be a violation of this policy, the procedures in the Complaint
Procedures in this policy should be followed.
The Company prohibits unlawful harassment and sexual harassment, as well as
proscribed conduct that does not rise to the level of being unlawful. The policy is not
designed or intended to limit the Company’s authority to discipline or take remedial
action for conduct that violates this policy that the Company deems unacceptable,
regardless of whether that conduct satisfies the definition of unlawful harassment or
sexual harassment.
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Sexual Harassment Defined
Sexual harassment includes unwanted sexual advances, requests for sexual favors, or
visual, verbal, or physical conduct of a sexual nature when:
1. Submission to such conduct is made term or condition of employment; or
2. Submission or rejection of such conduct by an individual is used as the basis for
employment decisions affecting the individual, or
3. Such conduct has the purpose or effect of unreasonably interfering with an
employee’s work performance or creating an intimidating, hostile or otherwise
offensive working environment, even if the individual making the report is not the
intended target of such conduct.
Sexual harassment also includes various forms of offensive behavior based on sex. The
following is a non-exhaustive list of these types of conduct prohibited by this policy:
● Unwanted sexual advances or propositions (including repeated and unwelcome
requests for dates);
● Offers of employment benefits in exchange for sexual favors;
● Making or threatening reprisals after a negative response to sexual advances;
● Visual conduct: leering, making sexual gestures, displaying sexually suggestive
objects or pictures, cartoons, posters, websites, emails or text messages;
● Verbal conduct: making or using sexually derogatory comments, innuendos,
epithets, slurs, sexually explicit jokes or comments about an individual’s body or
dress, whistling, or making suggestive or insulting sounds;
● Verbal and/or written abuse of a sexual nature, graphic verbal and/or written
sexually degrading commentary about an individual’s body or dress or sexual
experiences, sexually suggestive or obscene letters, notes, invitations, emails,
text messages or other social media postings;
● Physical conduct: unwelcome or inappropriate touching, physical violence,
intimidation, assault or impeding or blocking normal movements;
● Hostile actions taken against an individual because of that individual’s sex,
sexual orientation, gender identify, or that status of being transgender, such as:
○ Interfering with, destroying or damaging a person’s workstation, tools, or
equipment, or otherwise interfering with the individual’s ability to perform
the job;
○ Sabotaging an individual’s work; and
○ Bullying, yelling, and or name-calling
● Retaliation for making reports or threatening to report sexual harassment.
Sexual harassment can occur regardless of the gender of the person committing it or
the person who is exposed to it. Harassment on the basis of sexual orientation, self-
identified gender, perceived gender or transgender status are all forms of prohibited
harassment.
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Protection Against Retaliation
Retaliation is prohibited against any person by another employee or by LLL for using the
Complaint Procedures provided below; reporting proscribed discrimination, harassment,
sexual harassment, or retaliation, objecting to such conduct, or firing, testifying,
assisting, or participating in any manner in any investigation, proceeding or hearing
conducted by a governmental enforcement agency. Prohibited retaliation includes, but
is not limited to, termination, demotion, suspension, failure to hire or consider for hire,
failure to give equal consideration in making employment decisions, failure to make
employment recommendations impartially, adversely affecting working conditions or
otherwise denying any employment benefit.
Individuals who believe they have been subjected to retaliation or believe that another
individual has been subjected to retaliation, should report this concern pursuant to the
Complaint Procedure in this policy. Any report of retaliatory conduct will be investigated
in a thorough and objective manner. If a report of retaliation prohibited by this policy is
substantiated, appropriate disciplinary action, up to and including termination of
employment will be taken.
Harassment Reporting Procedure
An employee who believes they have been subject to or observed any form of
harassment or discrimination based on the policy outlined above, should report the
situation to their supervisor or the Company President.
The President or other appropriate designees will promptly investigate the complaint
and corrective action will be taken as determined by the Company President. The
complaint will be kept as confidential as practicable, however, LLL cannot guarantee
anonymity in light of the need to conduct a fair and complete investigation of all
complaints.
Drug Free Workplace
LLL is committed to maintaining the health and safety of our employees and to
establishing the conditions for a drug-free workplace. In support of this goal, we have
established the following guidelines:
● No employee is allowed to consume, possess, sell, purchase, or be under the
influence of alcohol, marijuana, or illegal drugs on any property owned or leased
by LLL, or in any vehicle owned or leased on behalf of the Company. LLL may
host company-sponsored events, in which moderate, reasonable, and
responsible consumption of alcohol is exempt from this policy.
● The use of over-the-counter drugs and legally prescribed drugs is permitted as
long as they are used in the manner for which they were prescribed and provided
that such use does not hinder an employee’s ability to safely perform their job.
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● LLL will not tolerate employees reporting for duty while impaired by the use of
alcohol or drugs. All employees should report evidence of alcohol or drug abuse
to their supervisor immediately.
● Within the limits of federal, state, and local laws, LLL reserves the right to test for
drugs and alcohol at our discretion.
Anti Violence and Bullying Policy
Any action that the Company considers inappropriate for the workplace will not be
tolerated. Such behaviors may include, but are not limited to, physical and/or verbal
intimidation, threatening or violent conduct, vandalism, sabotage, arson, use of
weapons, and bullying. Also prohibited is the carrying of weapons onto Company
property, regardless of whether the employee possesses a concealed carry permit.
Employees should immediately report any such occurrences to their supervisor or the
Company President. We will investigate complaints, and if an employee is found to have
engaged in the above conduct, management will take action that it believes is
appropriate. Employees should immediately call 911 if they believe there is an imminent
threat to the safety and health of themselves or coworkers.
Workplace bullying is repeated mistreatment through verbal abuse, offensive conduct or
behaviors, and work interference. If you feel you are subjected to workplace bullying,
please contact the Company President.
Personal Phone Calls, Texting, Phone Usage
Personal phone calls, text messaging, and social media during work hours can serve as
a distraction from work. Therefore, LLL asks employees to limit the activities during
working hours to when it is only required for emergency situations or pressing matters.
This applies to who work remotely as well as those who work at our Fort Collins
location.
Smoke Free Workplace
Smoking is only permitted in designated outdoor areas and during scheduled work
breaks. For purposes of this policy, this includes the use of smokeless or chewing
tobacco, as well as electronic smoking devices (e-cigarette or vaping). Smoking
marijuana is strictly prohibited on company property. Employees have the right to work
in a smoke free workplace and will not be retaliated against for objecting to any
violation of this policy.
Social Media Policy
LLL expects employees to limit their personal use of social media during working hours.
Postings by an employee on a blog, wiki, chat room, or social networking site are
considered personal communications and are not Company communications.
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All social media postings on behalf of the Company must be preapproved and only sent
by authorized employees. Personal postings by an employee concerning the Company
are not prohibited provided they comply with guidelines set forth below.
● If you post any comments that promote or endorse Company products or
services in any way, the law requires that you disclose that you are employed by
the Company.
● You must comply with all applicable laws, including copyright and fair use laws.
● You may not disclose any sensitive, proprietary, confidential, or financial
information about the Company, as outlined in our Company Information and
Confidentiality policy in this handbook.
We encourage you to make complaints about the Company to your immediate
supervisor or the Company President. Nothing in this guideline is meant to interfere with
employees’ right under federal law to engage in protected and concerted activity,
including employees’ ability to discuss terms and conditions of employment.
Dress Code
Our work environment encourages employees to dress comfortably for work. Good
judgment is the main guideline to follow. This includes being neat, with attire that meets
reasonable grooming standards. As long as clothing choices do not conflict with this
policy, employee’s attire may be based on their gender identity.
It is important to remember that people often make judgments about a company based
upon the appearance of its staff. Dress code expectations may vary depending upon the
amount of customer interaction. When customers are visiting LLL or when employees
are traveling on company business, they are expected to use good judgment in selecting
appropriate clothing and present themselves in an appropriate manner.
Solicitation, Distribution and Sales
During the course of the year, LLL may authorize charitable giving to specific
organizations, or sponsor charitable events in our community. In these situations,
employee participation is voluntary.
Employees may solicit donations, or distribute literature for charities or events that are
personally important to them. However, such solicitations should not interfere with the
working time of themselves or others. Therefore, such activity should be limited to the
employee break room and during employee breaks only. The company’s email system
should not be used for personal solicitations.
Electronic Communication Systems
LLL has established the following guidelines for employee use of the company's
technology and communications networks, including the internet and email, in an
appropriate, ethical and professional manner.
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Confidentiality and Monitoring
All technology provided by LLL, including computer systems, communication networks,
company-related work records and other information stored electronically, is the
property of LLL and not the employee. In general, use of the Company's technology
systems and electronic communications should be job-related and not for personal
convenience. LLL reserves the right to examine, monitor and regulate email and other
electronic communications, directories, files and all other content, including internet
use, transmitted by or stored in its technology systems, whether onsite or offsite.
Internal and external email, voice mail, text messages and other electronic
communications are considered business records and may be subject to discovery in
the event of litigation. Employees must be aware of this possibility when
communicating electronically within and outside the company.
Appropriate Use
LLL employees are expected to use technology responsibly, lawfully and productively as
necessary for their jobs. Internet access and email use is for job-related activities;
however, minimal personal use is acceptable.
Employees may not use LLL's internet, email or other electronic communications to
transmit, retrieve or store any communications or other content of a defamatory,
discriminatory, harassing or pornographic nature. No messages with derogatory or
inflammatory remarks about an individual's race, age, sex, disability, religion, national
origin, physical attributes, gender identity, sexual preference or any other protected
class may be transmitted. Harassment of any kind is prohibited.
Abusive, excessively profane or offensive language and any illegal activities—including
piracy, cracking, extortion, blackmail, copyright infringement and unauthorized access
to any computers on the internet or email—are forbidden.
Copyrighted materials belonging to entities other than LLL may not be transmitted by
employees on the company's network without permission of the copyright holder.
Employees may not use LLL's computer systems in a way that disrupts its use by
others. This includes sending or receiving excessive numbers of large files and
spamming (sending unsolicited email to thousands of users).
Employees are prohibited from downloading software or other program files or online
services from the internet without prior approval from the IT department. All files or
software should be passed through virus-protection programs prior to use. Failure to
detect viruses could result in corruption or damage to files or unauthorized entry into
company systems and networks.
Every employee of LLL is responsible for the content of all text, audio, video or image
files that he or she places or sends over the company's internet and email systems. No
email or other electronic communications may be sent that hide the identity of the
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sender or represent the sender as someone else. LLL's identity is attached to all
outgoing email communications, which should reflect our company’s values and
appropriate workplace language and conduct.
Disciplinary Action
Occasionally, employee performance may fall short of our standards or expectations.
When this occurs, management will take appropriate action. Disciplinary action can
range from a formal discussion with the employee to immediate dismissal. Action
taken by management in an individual case does not establish a precedent in other
circumstances
LEAVING THE COMPANY
Separation from Employment
We request that all employees give us the courtesy of two weeks’ notice of their
intention to resign. Resignations should be handled through your manager. Additionally,
any and all company property must be returned including, but not limited to: keys,
electronic keys, phones, laptops, cameras, passwords, business contact information
and company literature. Employees are also asked to inform LLL of any address
changes after terminating employment to avoid delay in receipt of year-end tax
information.
Employees who resign, or are involuntarily terminated, final wages will be paid in
accordance with applicable law. Accrued but unused PTO will be paid out upon
separation, however, paid holidays and accrued sick time are not.
References / Verifications of Employment
LLL will not disclose any information regarding the employment of a current or former
employee except as described in this policy. Employees are to refer all requests, written
and verbal, for personnel information concerning applicants, current or former
employees to the Company President. Unless an employee has signed a release
allowing LLL to provide specific information, it is our policy to provide only the dates of
employment, job title, rehire status, and will confirm or deny a last salary or wage if
stated by the inquiring party.
Rehire
Employees considered for rehire with the Company will need to meet satisfactory
performance and attendance standards. Employees separated from employment
through no fault of their own in the Company’s judgment may also be considered for
rehire. Typically, employees who are involuntarily separated from the Company are not
considered for rehire.
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COMPS Order
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COMPS Order Acknowledgement of Receipt
I HAVE BEEN PROVIDED AND HEREBY ACKNOWLEDGE RECEIPT OF A COPY OF
THE COLORADO OVERTIME AND MINIMUM PAY STANDARDS ORDER (COMPS
ORDER #39) POSTER.
______________________________________________________________________________
Employee Signature Printed Name Date
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EMPLOYEE HANDBOOK ACKNOWLEDGMENT
I HAVE RECEIVED A COPY OF OUR EMPLOYEE HANDBOOK DATED [insert date]. I
UNDERSTAND THAT THE HANDBOOK PROVIDES A SUMMARY OF THE COMPANY’S
GUIDELINES AND ITS EXPECTATIONS REGARDING MY CONDUCT. I UNDERSTAND I AM
TO BECOME FAMILIAR WITH ITS CONTENTS. I UNDERSTAND THAT, EXCEPT AS MAY
BE REQUIRED BY STATE LAW, MY EMPLOYMENT WITH THE COMPANY IS AT-WILL.
THIS MEANS THAT NEITHER I NOR THE COMPANY IS COMMITTED TO AN
EMPLOYMENT RELATIONSHIP FOR A SPECIFIC PERIOD OF TIME, AND THE
EMPLOYMENT RELATIONSHIP MAY BE TERMINATED BY ME OR THE COMPANY AT
ANY TIME, FOR ANY REASON. THE LANGUAGE USED IN THIS HANDBOOK AND ANY
VERBAL STATEMENTS OF MANAGEMENT ARE NOT INTENDED TO CONSTITUTE A
CONTRACT OF EMPLOYMENT, EITHER EXPRESS OR IMPLIED, NOR ARE THEY A
GUARANTEE OF EMPLOYMENT FOR ANY SPECIFIC DURATION. I UNDERSTAND THAT
NO REPRESENTATIVE OF, OTHER THAN THE COMPANY PRESIDENT OR THEIR
AUTHORIZED REPRESENTATIVE, HAS THE AUTHORITY TO ENTER INTO AN
AGREEMENT OF EMPLOYMENT FOR ANY SPECIFIED PERIOD AND ANY SUCH
AGREEMENT MUST BE IN WRITING, SIGNED BY THE COMPANY PRESIDENT AND ME.
WE HAVE NOT ENTERED INTO SUCH AN AGREEMENT. FURTHER, I UNDERSTAND
THAT THE CONTENTS OF THIS HANDBOOK ARE SUMMARY GUIDELINES FOR
EMPLOYEES AND, THEREFORE, NOT ALL-INCLUSIVE. THIS HANDBOOK SUPERSEDES
ALL PREVIOUSLY ISSUED EDITIONS. NO ORAL STATEMENTS OR REPRESENTATIONS
CAN CHANGE THE PROVISIONS OF THE HANDBOOK OR ANY SUPPLEMENT. EXCEPT
FOR THE AT-WILL NATURE OF EMPLOYMENT, THE COMPANY RESERVES THE RIGHT
TO REVISE, DELETE, OR ADD TO ANY OR ALL OF THE GUIDELINES MENTIONED, ALONG
WITH ANY OTHER PROCEDURES, PRACTICES, BENEFITS, OR OTHER PROGRAMS OF .
THESE CHANGES MAY OCCUR AT ANY TIME, WITH OR WITHOUT NOTICE. I HAVE
READ AND UNDERSTAND THE ABOVE STATEMENTS.
______________________________________________________________________________
Employee Signature Printed Name Date