Employees at the Company are either full-time or part-time. The Company may on occasion hire temporary or seasonal employees, who will not generally be eligible for benefits.
Part-time employees work fewer than 25 hours per week. Unless specifically stated, part-time employees are not afforded any benefits other than wages; for example, they do not accrue benefits such as sick days, vacation days, and health insurance.
All other employees are full-time.
Your supervisor will verify whether you are a full-time or part-time employee, and whether you are exempt or non-exempt. Exempt employees are not entitled to overtime, while non-exempt employees can qualify for this pay.
For the purposes of this handbook, a week is defined as being 7 calendar days or 5 business days.
An employee's personnel file consists of the employee's employment application, withholding forms, reference checks, emergency information and any performance appraisals, benefits data, or other appropriate employment-related documents.
It is the employee's responsibility to notify the Payroll Department or Human Resources of any changes in name, address, telephone number, marital status, number of dependents, beneficiaries, or person to notify in case of an accident.
Misrepresentation of any fact for which you have provided information on your application, in your personnel file, or any other document is sufficient reason for dismissal. Personnel records are considered Company property and are not available for review by employees.
The Company may hire relatives of employees where there are no potential problems of supervision, safety, security, morale, or potential conflict of interest. Relatives include an employee’s parent, child, spouse, domestic partner, sibling, cousin, in-laws, and step relationships.
Employees who marry or become related will be permitted to continue to work if there are no substantial conflicts. Reasonable accommodations will be made, when possible, in the event a conflict arises.
The first 180 days of employment are an Introductory Period for both the employee and the Company. However, during this period, the work relationship may be terminated by either party with one week’s notice.
This period allows you to determine if you have made the right career decision and for the Company to determine whether your initial work performance meets our needs. Your supervisor will monitor your work performance, attitude, and attendance during this time, and be available to answer any questions or concerns you may have about your new job.
Benefits such as time off for vacation, sick days, or bereavement leave do not accrue during this period.
The Introductory Period may be extended at management's discretion.
The Company has a job-posting program to inform employees of available staff positions. The Company will fill job vacancies whenever possible by promoting qualified employees from within the Company.
To apply for a posted position, an employee must:
have completed any mandatory Introductory Period at a satisfactory performance level;
meet the minimum requirements for the position, and
not have received written correction counseling within the past 90 days; employees who
have received a verbal warning may also be prohibited from applying.
Employees interested in applying for a posted position should submit a memorandum with an updated resumé to the Company indicating interest in the position. And qualified employees must inform their supervisors that they have applied for the job. Candidates will be judged on individual performance, conduct, experience, and potential. Length of service, although considered, shall not be the sole determining factor in selecting candidates for promotion.
The Company has the discretion to fill job vacancies from outside if we consider that circumstances call for outside recruitment.
At the company's sole discretion, employees may be eligible to receive a discretionary bonus. The decision to award a discretionary bonus, as well as the amount of any such bonus, depends on various factors, including but not limited to the company's financial performance, the employee's individual contributions and performance, and the employee's length of service with the organisation.
Employees who receive a discretionary bonus should understand that it is a one-off payment and does not set any precedent or obligation for the company to award such a bonus in the future. The company reserves the right to modify, suspend, or terminate the discretionary bonus programme at any time, with or without notice.
The Company conducts reference and background checks on all new employees. Employees who have falsified information on their employment applications will be disciplined, which could include termination. Applicants who have provided false information may be eliminated from further consideration for employment.
The minimum period of notice required for termination of your employment contract by the Company shall be:
Where employed for six months or more but less than twelve months:
One week's notice or one week's basic pay in lieu of notice
One week's basic pay (or a part thereof on a pro rata basis) for the said period between six months and twelve months
Where employed for twelve months or more:
Two weeks' notice or two weeks' basic pay in lieu of notice
Two weeks' basic pay (or a part thereof on a pro rata basis) for each year up to twenty-four weeks
If holding a managerial position:
One month's notice or one month's basic pay in lieu of notice
One month's basic pay (or a part thereof on a pro rata basis) for each year up to forty-eight weeks
Unless specified otherwise in your employment contract or unless the Company has been guilty of a breach of the terms and conditions of employment, you may not terminate your employment until after the expiry of:
Two weeks' notice to the employer if the period of employment is one year or more but less than two years
Four weeks' notice to the employer if you have held a managerial position with the Company for at least 6 months, or if the period of employment is two years or more
Failure to provide notice may lead to forfeiture of accrued vacation or other benefits at the discretion of the Company.
Any employee who is discharged by the Company shall be paid only wages accrued to the effective date of the separation.
To meet business needs, the Company may occasionally need to transfer employees to a different department, shift or location. Employee requests for transfers will be accommodated where possible.
Contact your supervisor for help or information about transfers.
Every employee is responsible for recognizing potential fire dangers and taking an active role in preventing fires.
Employees are required to observe all safety requirements and regulations. Flammable materials are to be stored in covered metal containers. Employees should not block any fire doors, fire exits, fire extinguishers, windows, or doorways. Review the fire escape routes posted in each work area.
(See: Fire Safety Policy for further details.)
The Company is committed to maintaining a safe and healthy environment for all employees. Report all accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues immediately to your supervisor.
If you or another employee is injured, contact your supervisor immediately. Seek help from outside emergency response agencies, if needed.
You must report any illness or injury caused by the workplace, no matter how slight.
Security
The Company is committed to ensuring employees' security. At any time, employees may be monitored by a security system. If you have a security concern or need more information about operating any installed systems, contact your supervisor.
If you are given a Company ID card, always wear it while on Company business, whether you are on or off Company premises. If you leave the Company, you must surrender your ID and any Company keys you have been issued.
(See: Health and Safety Policy and SOP for further details)
We realize that bad weather or hazardous commuting conditions may occasionally make it impossible for employees to report to work on time.
However, you are expected to make a diligent effort to report to work when conditions have improved. If you determine that you are unable to report to work because of the conditions, inform your supervisor as soon as possible. Your absence will be charged to personal or vacation time.
If it becomes necessary to shut down the office due to weather or other emergency, every effort will be made to notify employees. If there is a question as to whether the office will be open, call your place of work. If there is no answer within one hour after the normal start time, assume the office is closed.
Media inquiries in relation to the Company must be handled in accordance with the following guidelines:
Inquiries regarding a specific transaction should be referred to the individual or individuals in charge of the matter; if they are not available, then to your supervisor.
All other inquiries should be referred to your supervisor, who will respond directly or designate another spokesperson and who will also help draft or direct an appropriate response if necessary.
This policy covers all forms of responses to the media, including off-the-record and anonymous statements.
The Company regulates employees' use of its computer software.
You may not duplicate any licensed software or related documentation for use, either on Company premises or elsewhere, unless expressly authorized to do so by written agreement with the licensor. And you may not provide licensed software to anyone outside the Company.
Employees should be aware that the illegal duplication of software may result in the filing of criminal copyright charges by the owners of the copyrights and can subject both the employee and the Company to liability.
All software that the Company acquires must be purchased by a Director of the Company. Upon delivery, all software must be registered properly only by authorized persons. You may not load personal software on Company computers.
Because the Company reserves the right to access any personal communication without prior notice, employees should not use Company systems to transmit any messages or to access any information that they would not want a third party to hear or see. Although incidental and occasional personal use of the Company's systems is permitted, any such personal use will be treated the same as all other communications under this policy.
However, employees are at all times prohibited from accessing or downloading information from the Internet for personal use. We recommend avoiding questionable web sites and to bring to the attention of management details of any suspicious emails.
The telephone system (including voicemail) at the Company is the property of the Company and is provided for business purposes. The Company may periodically monitor the usage of the telephone systems to ensure compliance with this policy. Therefore, employees should not consider their conversations on the Company's telephone system to be private.
All mail delivered to the Company is presumed to be related to Company business. Mail sent to you at the Company will be opened by the office and routed to your department. If you do not wish to have your correspondence handled in this manner, please have it delivered to your home.
Eligibility for most other benefits depends upon a variety of factors, including employee classification. Your supervisor can identify the programs for which you are eligible. You can find the details of many of these programs in separate written summaries. For more information, contact the payroll officer.
Some benefit programs require contributions from employees. We reserve the right to add, amend, modify, or terminate any employee benefit plans or programs.
The Company offers medical insurance and bears 50% of the cost of this plan for the employee. Refer to the printed information from the insurance provider for details of eligibility and coverage or contact the payroll officer.
Employees will be reimbursed for all reasonable and necessary expenses they incur while traveling on Company business. Use your discretion but try to keep costs low.
When it's necessary to travel off the Island for Company business, please contact your supervisor who will provide the requisite direction.
You must record all travel and business activities on the Company's Expense Report Form and submit it to your supervisor. If business travel requires you to be out of the office for an extended period, your report must cover no less than one week and no more than one month of expenses.
All Expense Report Forms should be submitted to your supervisor no later than five business days after the last day of the month and must be approved by a Director of the Company for payment.
The Company offers a voluntary contributory pension plan to full time permanent employees and matches the employee’s contributions up to a maximum amount of 7.5% of salary per annum.
Form 144b Change of Beneficiary Designation - EASY TERMS LTD.pdf
Form 142 Enrolement Form - EASY TERMS LTD.pdf
Form 144 Designation of Beneficiary - EASY TERMS LTD.pdf
Form 143 Plan Changes - EASY TERMS LTD.pdf
BH Pulse Portal Member Manual -FINAL.pdf
The office will be closed for the Christmas holiday for a period determined by management to allow employees to rest. During this time, no work is expected, and employees will continue to receive their regular wages. This annual closure is a benefit offered at management's discretion to all full-time employees.