Employment Manual
Revised July 2020
The Pacific Power Batteries’ Employment Manual
Introduction:
Welcome to Pacific Power Batteries and congratulations on your new position!
This company has been employing people since 1985. You were hired because you have special talents and/or personality traits that will further the success of this company. Through the years we have learned that it is best to let new employees know their rights and our expectations ahead of time, rather than on-the-spot. Those rights and expectations are outlined in this manual but don’t hesitate to ask questions about them. We have always believed that everyone should be treated in the same professional and consistent manner. Not only do we adhere to federal and state employment laws, but we also believe that you have a right to be treated fairly and with respect.
This is not to say that once you are “in” you are “in for good.” Washington is a “fire at will” state that allows us to discharge an employee for a good cause or for reasons that management determines. The expectations for your employment are that you continue to prove yourself to be an asset to this company, get along well with co-workers, fill in positions as needed, and work for the benefit of your company, Pacific Power Batteries. Although we have a 90 day probation period, your job performance counts every day: before and after the 90 day period. We want you to succeed, that is why we hired you!
But enough about all of this! Here is the manual of our policies that you should read about first:
Consistent and Regular Paydays
Specific pay periods and paydays are established and adhered to for all employees. Our paydays are on the 5th and the 20th of each month. The payday of the 5th pertains to the days worked from the previous month’s 16th day to the end of that month. The payday of the 20th pertains to the days worked from the first of the month until the 15th. Keep in mind that paydays are “sacred”: they cannot be missed, and paychecks must be made available to all employees on or before the assigned day. If payday falls on a holiday or Sunday, paychecks will be available to you on the last weekday workday prior to the holiday or Sunday. We do provide Direct Deposit of Paychecks if you provide us with your bank account information. We do not generally mail paychecks. Wages cannot be garnished for any reason other than as required by law or by employee consent.
Medical/Dental/Vision Insurance
Medical insurance coverage for the employee will be provided by the company on the current company group plan after a 60 day (to 90 depending on the day of the month you begin) probationary period following start of employment. Dental and vision coverage is also available after a 60 day probationary period. If the employee wishes to add a spouse or any dependents to the medical insurance plan, then he/she shall pay that portion of the premium via payroll deduction. PPB will also pay $_____/ month into the employee’s HSA if they are covered with PPB medical insurance. The employee may choose to pay an additonal amount into their own HSA using payroll deduction.
Employee Resignations or Terminations
If an employee quits (with or without notice), or is discharged, then the State of Washington does not require immediate compensation or compensation within a 48 hour period so the employee’s paycheck will only be available on their regular payday after that person has turned in any company owned property such as uniforms (which must be cleaned), keys, gas cards, tools, or business cards and records. When all of the company property has been returned in good condition, then we will release the paycheck.
Paycheck Deductions
Common deductions from paychecks are taxes, wage garnishments, and authorized employee deductions for certain benefits that revert to the employee. The employer cannot deduct for till shortages, breakage, loss, etc. AN EMPLOYEE’S PAYCHECK IS PROTECTED. Any deductions that are taken out of paychecks must be in agreement with the employee and detailed on a statement of deductions provided with the paycheck.
However, bonus wages (those that are paid for scrap volume, recon sales, extended warranties, etc.) may not be paid in full due to a store’s lack of profit, or an employee’s poor performance of duties, tardiness, insubordination, or failure to participate in minimum requirements of selling specific items or services. Management determines the amount or percentage of an Employee’s bonus that is paid. Employees of Pacific Power Batteries are not allowed to buy goods from the business on the credit from their paychecks within the first 90 days of their employment. Each new employee must provide his/her own tools. If the company provides cost sharing of initial tools, then the company retains the tools if the employee quits or is fired within 90 days of beginning work. All store items that a new employee purchases must be paid for at the time of sale.
Sexual Harassment Policy
Sexual harassment is not permitted in the Pacific Power Batteries work environment. As defined by the Equal Employment Opportunity Commission, any of these actions may constitute sexual harassment:
Unwelcome sexual advances, comments, questions, insinuations, or gestures
Requests for sexual acts, favors or considerations
Other verbal or physical conduct of a harassing nature, when:
a. Submission to such conduct is made a term or condition, either explicitly or implicitly (even if jokingly), of an individual’s employment
b. Submission to or rejection of such conduct by an individual is used as a factor in decisions affecting that individual’s employment
c. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.
Any employee who has a complaint of sexual harassment at work by anyone, including supervisors, co-workers, or visitors, must bring the problem to the attention of company management.
All complaints must be promptly investigated, and if sexual harassment is determined to have occurred, appropriate discipline should be imposed, up to and including termination of any person causing this harassment. No employee should experience intimidation or retaliation of any sort for reporting an incident of suspected sexual harassment.
TIME AND SALARY REPORTING PROCEDURES
Hourly wages vs. salary
Please read this carefully:
When you are FIRST hired and in training, you will be hired at an agreed hourly rate that is equal to the expectations for a monthly wage. During this time you will need to limit your hours to no more than 40 hours per week because your wages are based upon the hours of the clock. If you were asked to work more than 40 hours in a week, then we would be required by law to pay you 1.5 times (known as “time and a half”) of your hourly rate for that time. After you have passed the initial two week testing period, OR have caught up with the 1st or 16th of the month AND you have met our standards as a regular employee, THEN we will place you on salary based on a 42.5 hour week. That salaried figure will be the one discussed and agreed to in your interview and at the time of your hiring. This salary will include 40 hrs at the base rate and 2.5 hrs at “time and a half.”
What is the significance of a 42.5 hour week?
At the time that you become a salaried employee, you will be expected to work up to 42.5 hours per week even though you may have store duty scheduled for 40 hours. Some stores, however, may only have one person in it while it is open for 9 ½ hours. We will still only schedule you for 40 hrs. This is important because basing your wages on a 42.5 hour week keeps us legal and it informs you about our expectations. The other 2.5 hours beyond a 40 hour week is to there to take care of long days at the store, such as if you are alone for an 8 to 5:30 shift with no relief, and because we have a requirement that you are due at the store 15 minutes before your scheduled shift and about 15 minutes after the close of the store (for shooing the last customer out the door or balancing the cash and invoices or both). Be aware that you are compensated for the “extra” average 30 minutes per day that the two 15 minute periods at each end of the day add up to AND any “extra” time spent helping a customer. Those “extra” 2.5 hours that you may be working have been accounted for by first establishing the desired monthly salary with you when you were hired, then dividing that salary figure so that it equals a 40 hour work week at regular pay and the extra 2.5 hours at “time and a half.” On salary, this hourly regular rate will be less than the first hourly rate at which you were originally paid. Don’t worry, you have not “taken a cut in pay” when you went on salary because your agreed monthly wage (and hours) are still intact.
Mandatory PPB Company meetings
PPB has quarterly 2 hr company meetings where we come together and discuss a myriad of topics and have vendor presentations. Since attendance is mandatory we will pay you “time and a half” for the 6:30-8:30pm meeting. We will provide dinner at 6 for those that let us know they would like dinner.
NEW EMPLOYEE’S WAGE NOTICE
Congratulations on your new job and salary with Pacific Power Batteries! When you make the change from an hourly-based employee to a salary-based employee, there is a decreased change in your base hourly rate. Don’t panic! You are being paid the currently agreed salary of per month which accounts for 40 hours of regularly scheduled shift work plus an expectation that you will show up at work 15 minutes before your shift and be available for about 15 minutes (or more) at the end of your shift if you are working with a customer or are closing the store. This extra 15 minutes added to the beginning of your shift is to allow you to arrive early enough to:
Help in a pinch if there are customers already needing attention,
Open the store, turn on the lights and computers, move the vehicles into position, take off your jacket and prepare for a prompt store opening, use the restroom, put on coffee, etc.
Clean up and organize the work area for a beginning of the day. A good cleaning of the counter and floor area is advised.
Unlock the door promptly at 8a.m. and greet the customer with a store that is ready for business immediately. We do not advise opening the door early for any customer earlier than you are ready for a transaction.
The extra 15 minutes (or so) at the end of your shift is designed to:
Help in a pinch if there are customers needing attention
Close the store, lock the doors, balance the till to the invoices, process the credit card batch out, and secure the store for the night.
Allow for getting stuck in traffic, at railroad crossings, vehicle troubles, etc.
Allow for any problems with anything from setting the security system to adjusting battery chargers to the appropriate level for the night, or balancing the till to the penny.
PAID SICK LEAVE POLICY
Employees accrue one hour of paid sick leave for every 40 hours worked. They are entitled to use their accrued, unused paid sick leave beginning on the 90th calendar day after the start of their employment. Employees will be paid their normal hourly compensation for each hour of paid sick leave used. The employee must provide verification for absences that exceed 3 days. You may use this accrued paid sick leave
To care for yourself or a family member
when you or a family member is the vistim of sexual assault, domestic violence or stalking
in the event our business or your child’s school/care center is closed by order of a public official for any health related reason
You will need to sign the Employee Paid Sick Leave Notification
Accrued, unsued paid sick leave balances of 40 hours or less must carry over to the following year.
LUNCHES AND BREAKS:
Pacific Power Batteries complies with current WA State Employment laws (specifically RCW 49.12 and WAC 296-126-092) which allow you to have a 10 minute break in the morning, a 30 minute lunch period (which may or may not be interrupted or paid, see below), and another 10 minute break in the afternoon.
Please keep in mind that there is still an additional 2.5 hours that you may be asked to work or end up working to finish a shift, complete a project or satisfy the needs of a customer if you are not in a 9 ½ hour shift store. The extra 1/2 hour is for your lunch and may not count as time worked for the Company depending on whether you are expected to help with customers or answer the phone. IF YOU HAVE AN UNINTERRUPTED LUNCH WHERE YOU ARE NOT EXPECTED TO HELP WITH CUSTOMERS, ANSWER THE PHONE, OR PERFORM WORK DUTIES then your 30 minutes are not considered to be Company time. When you are the only person stationed in the store during lunch, then you are expected to help with customers, answer the phone, etc., and your lunch ½ hour IS ON COMPANY TIME. In any event, you are not expected to work more than 42.5 hours per week. If you do find that you are working more than 42.5 hours per week, then as part of your employment agreement with Pacific Power Batteries, we require you to tell your payroll manager that this is the case. Your payroll manager will adjust your schedule so that you do not exceed 42.5 hours of work per week. If you have any questions about your pay, our expectations, or your schedule, please contact your payroll manager.
If you are on your own time for lunch, your lunch break begins when you are not available for work. Your 30 minutes allowed for lunchtime includes time spent traveling to obtain lunch, not the time when you return to the building and begin eating your lunch. Allowed lunchtime is 30 minutes long.
If you are on Company time during lunch, then you begin “your lunchtime” when you are NOT waiting on customers or answering the phone. If a customer happens to walk in or call when you are eating, then your lunchtime is postponed until you are no longer working with customers. You may be interrupted several times during your lunch, but you’ll need to think of it as “clocking in” and “clocking out” for a total lunchtime of 30 minutes.
If you are assigned to a shift at a store for an entire day with no one else, it is your responsibility to keep the store open unless there is an emergency*. Leaving and closing the store on any business day for the purpose of obtaining lunch, dropping off your car, or running any personal errand is not allowed.
A personal emergency is defined as an event that requires you to no longer perform the duties of the job. This can be for your own medical reasons, or a close friend or relative who needs your help. If, in your judgment, a valued customer needs a delivery that must be performed during the business day, then you may execute that delivery by posting a note on the door as to when you will be returning and why you left the store. Obviously, less time away from the store is preferred.
If you are alone in a store and begin your lunch but are interrupted by a phone call, answer the phone. Your lunch break is suspended until you put down the phone. When you are done with the phone call, and return to lunch, then your lunch period resumes. Each time you are interrupted, the lunch break is suspended.
Pacific Power Batteries’ Company Personnel Policies (listed alphabetically)
Absenteeism: If an employee knows that they will be absent for any reason other than sickness or an immediate family medical emergency, then permission must be granted for the anticipated absence.
Accidents (employees or customers): All workplace or work related accidents must be reported to the manager immediately (after emergency 911 has been notified of course). This includes any accident that warrants use of the First Aid Kit. They must be documented in the store APP notebook. All accidents must be discussed at the monthly Safety Meetings.
All personnel involved in driving accidents should follow the written guidelines that are in each of the vehicles along with the registration and proof of insurance. All accidents must be discussed at the monthly Safety Meetings at each store.
Alcohol and/or Drugs: Consumption of alcohol is not permitted during business hours or when operating machinery or vehicles. Consumption of marijuana or other federally recognized Class 1 drugs is not allowed for any employee. Washington Drug Free Business sets the standards and testing procedures for tolerance of such controlled substances.
Attitude: A positive, professional attitude should be expressed by all employees in the workplace. Anger, frustrations, and wacky emotional outbreaks are not appropriate for workplace behavior.
Benefits: An employee may become eligible for health insurance benefits after 90 days of full time employment.
Breaks: 10 minute morning, 10 minute afternoon and 30 minute lunch are required in most states.
Company Property: Company property is private and is under the direction of management.
Confidential Information: All information obtained while working at Pacific Power Batteries shall be considered private and confidential and therefore should not be shared outside the business in any manner that may be harmful to the company.
Conflict of Interest: Employees shall not work for other battery companies after hours for their own commercial gain.
Customer Relations: Customer relations and personal behavior shall remain professional at all times in the workplace and while the uniform is worn or while in a company vehicle or trade show. Unlawful behavior, excessive drinking or driving while under the influence of drugs or alcohol is strictly forbidden and may be grounds for termination.
Employee Discounts: Full time employees who have worked for more than 90 days for the company may purchase battery products from the business for the company’s landed cost plus 9% GPM provided they are in good standing with the company. Former employees shall no longer be granted any discount below Commercial pricing after their employment with the company has ended.
Expenses, Non-Reimbursable: Personal expenses not agreed upon in advance by management will not be reimbursed. Generally, personal cell phone expenses are not reimbursable.
Expenses, Reimbursable: Expenses incurred for the purpose of performing the duties of the business are reimbursable provided that management has approved them in advance. Employee travel cost, meal stipend and overnight expenses are generally included provided that an employee is required to travel to a trade show, conference or sales meeting outside the local area.
Holidays: The following holidays when the business is closed include:
• Christmas Eve: early close only 3pm
• Christmas
• New Years Eve: early close only 3pm
• New Years Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
Hours of Work:
8am- 6 p.m. Monday through Friday (Everett 7am)
9-5 Saturdays
9-5 Sundays
Opening the Store:
Staff should arrive 15 minutes before their shift schedule. They are paid for this time as well as the 15 minutes that it may take to close the store, balance the cash register, turn down the heat, finish with a customer, etc. This time allows time to open a store, turn on the lights, hang up a coat, go to the bathroom, boot up the computer, and clean up any paperwork or batteries from the previous shift. It is the professional thing to do. It is also a good time to be open and available so that if a customer has been waiting for the store to open to get a battery, that customer can get a battery and get out the door soon after 8am. The store must be READY TO TRANSACT during business hours.
Closing the Store: When open for business, the Pacific Power Batteries store must “look” open (lights on, OPEN sign on, and door unlocked) and be ready to transact for the customer who arrives in your parking lot at 5:59 (or 4:59 on weekends). If it is clear that we have a customer who comes dashing into the parking lot at 5:29 or even 5:30, then you should do the right thing: help the customer. If they are at the store by closing time and you are available to help them, then you should help them without complaining. Pacific Power Batteries encourages you to use the Golden Rule for closing the store in a customer’s face: you wouldn’t want the door slammed in your face, so don’t do it in someone else’s.
If you are with a customer and the time to close arrives, excuse yourself from your customer briefly, go lock the door and leave your key in the door, and turn off the OPEN signs. DO NOT LOCK THE DOOR IF THERE ARE ANY CUSTOMERS IN THE STORE. Leave all of the store lights on while customers are in the store. When the store is closed, you might want to dim the lights to indicate it, especially in the winter months to show the drive up customer that you are closed. When you leave the store, try to reduce the heat to 55 degrees, turn out the lights, arm the alarm and double check for locked doors and forklifts having the keys removed and “safetied” (forks down, hydraulics relaxed, parking brake set). Check the lighted signs to make sure that they are on during the darkness. It is important. The letters are to be changed on Saturdays or not later than Monday at noon.
Grooming Standards:
1. The company will provide the employees with uniform pants and shirts at no charge. They are responsible for these and will be held liable for their replacement if they are missing. Also, the company will provide them with a jacket or fleece pullover or zipfront jacket at no charge. The employee is responsible for cleaning and small repairs as needed to keep it looking clean and fresh. Only Pacific Power Battery hats are to be worn during business, no other brands including those of vendors.
2. Protective footwear is required: steel toed boots or shoes from day one, regardless of whether an employee is in training.
3. Haircuts should be moderately styled for men and women. For men, hair must generally be trimmed above the shirt collar or neatly contained in a reasonable style. For men and women, hair must be neatly contained in a reasonable style so that the hair does not fall across the face, below the eyebrows or across the eyes. Hopefully, your friends will not allow you to wear a mullet. If an employee chooses to cross over the line of a reasonable haircut, then he/she may be suspended without pay until the haircut is acceptable to management.
4. For men, any facial hair should be neatly trimmed and should have the appearance of shaving daily. If you are “just starting” a beard or mustache, then be sure that get it over with and do not keep starting over.
5. For the safety of all who work on batteries: no dangling earrings, necklaces, metallic bracelets, or rings (if removable).
6. Facial or neck tattoos are not allowed in the workplace. Tattoos of naked people or bizarre items should be covered during work hours. Ear piercings beyond three in each ear are not allowed on the job.
7. Good personal hygiene is required: because your business serves the public, good body and oral hygiene is required. Excessive body odor, perfumes, colognes, etc. are not allowed.
8. The company uniform and jacket are to be worn neatly and respectfully. Shirttails are to be tucked in and buttoned not lower than the second button. The top button should not be buttoned. A belt needs to be worn with the pants. Uniforms are not to be worn after hours except on your way home to change into your own personal clothes. They are to be worn at all company related business meetings, classes, seminars, sales visits or shows unless otherwise authorized by you, the business owner.
9. We avoid hiring cigarette smokers. Smoking is deadly and is not allowed on the job or on the company property. Customer Smoking is not allowed within 25’ of our building.
Since office staff does not regularly handle batteries, and the relative safety standard does not apply, then only items #3, 4, 6, 7, 8, and 9 apply. Because of retail exposure to the public’s batteries and electrical systems, all other employees who regularly handle batteries during their normal work day should comply with items #1-9.
Insurance: Anyone who will be driving a personal vehicle must have a valid driver’s license and proof of insurance in order to drive to work. Secondly, anyone who will be driving a company truck shall first have the permission of the company’s insurance company to drive a vehicle. Drivers must submit a Driver’s Abstract to the company management and to its insurance company when required.
Jury Duty: Jury duty (or National Guard service) are civic duties that the employee shall be allowed to accept without fear of reprisal from the employer. If called, then the employee should make efforts to serve.
Lunch Period: Lunch breaks are permitted according to what is reasonable and allowed by law. The 30 minute lunch break begins when the employee is unavailable for work. If there is no one else to manage the store, then the employee shall make all attempts to “eat between customers” rather than shut down the store and cease business. Your state may have specific rules about lunch break requirements that you should review and with which you should comply.
Marriage: No policy, just good luck!
Maternity Leave: As a small business, maternity leave should be negotiated with the Manager of the company.
Meetings: Monthly Safety meeting are required for all stores. Each meeting shall have a list of topics to discuss including: any injuries that required the First Aid Kit or further medical attention, chemicals, vehicles, equipment, or ladders that may be dangerous. The store manager must take steps to correct any safety issues of concern. Everyone must know the contents and location of the Accident Prevention Program (A.P.P.).
Quarterly Company meetings have required attendance to share ideas, introduce new employees, discuss safety issues, new policies, and to understand the direction of the company from management’s perspective. You will be paid for your time.
Military Leave: All Pacific Power Batteries stores and Franchisees must comply with Federal law regarding military leave: ie. If they are called for duty then they must be allowed to go (serve) and their job cannot be closed to them when they return.
Outside Employment: Outside employment or other part time jobs are allowed as long as they do not compete with the job at PPB, or render the employee as too tired to perform their normal duties.
Overtime: If an employee is hired as a full time worker, then that worker shall work no more than 40 hours during their workweek. A full time worker shall be made salaried as soon as they catch up to either the 1st or the 16th of the month, at which time they will become a salaried worker with scheduled shifts not to exceed 40 hours and unscheduled arrival and departure allowance of 2.5 hours (40 hours at regular pay and 2.5 hours of overtime at 1.5 their hourly rate). The sum of these two figures should equal the gross pay of the salaried employee. Any other overtime will be coordinated with management.
Parking: Employee parking should be as far from the entrance(s) to the store as possible unless the employee is unable to walk to the store. In all instances, the prime parking places that are closest to the store’s entrance(s) should be left clear for customers. If there is not enough company parking on premises, then the employee must use the off-site, public parking at his/her own risk.
Part-Time Employees: Part time employees are not eligible for health insurance until they work consistently more than 30 hours per week.
Pay Advances: Pay advances are discouraged but may be negotiated between the manager and his/her staff.
Pay Period and Schedule: Paydays are on the 5th and the 20th of the month. Payment on the 5th is for work performed from the 16th of the previous month until the last day of that month. Payment on the 20th is for work performed from the 1st day of that month through the 15th of that month. If the 5th or the 20th falls on a holiday or a weekend, then the previous day before the holiday or Friday before the weekend shall be payday.
Payroll Deductions: Payroll deductions for products purchased at the store are only allowed after 90 days of employment. Management may deduct part or all of an employee’s bonus pay for any reasons such a store’s lack of profit, or an employee’s insubordination, tardiness, or inability to meet the minimum standards of selling specific items that management requires.
Personal Property: Pacific Power Batteries is not responsible for personal property stored at the store or in someone’s vehicle that is parked on company property.
Personal Time Off: Personal time off must be pre-arranged with management. If no vacation time is available, then personal time off is without pay.
Personal Use of Company Property: Personal use of company property is prohibited unless with the verbal permission of a manager.
Personal Use of Motor Vehicles: Personal use of company vehicles is prohibited unless with the written permission of a manager.
Personnel Records: All personnel records are available for management review only and are not to be shared with any non-management or outside parties unless required by law.
Probationary Period: 60 days until eligible for benefits (if any) and 90 days for pay raise or promotion.
Promotions: Promotions are not guaranteed. Pay to an employee should be reviewed at the 90 day mark and then annually at the employee’s anniversary.
References: References are required when applying for employment with the company.
Resignation: Any employee is required to give a minimum of 10 working days notice prior to resigning or (in case of salaried employees) pro-rated pay for days not served will be deducted from his or her paycheck. Management reserves the right to prorate any bonus pay if an employee fails to provide 10 working days minimum notice.
Safety: For the safety of all: no earrings, necklaces, metallic bracelets, or rings (if removable).
Protective footwear is required: steel toed boots or shoes from day one, regardless of whether they are “just trying out for the job” or have been hired for certain.
Safety practices should be reviewed with management at all required monthly safety meetings.
Separation Pay: Separation pay is not granted.
Sick Leave: Sick leave shall be granted at the rate of 1 hour for every 40 hours worked. You may use your accrued paid sick leave beginning 90 days after the start of your employment. 40 hours of Sick Leave can be carried over to the following year.
Requirements: A)You must be sick and stay home. B) You must call in to you store manager, Sue H or Rick D. each morning and give an update. More than 3 days requires a Dr. note.
Sickness or Disability Benefits: Disability insurance is an employer paid benefit and should be available to all employees who have been working for the company for 60 days or more
Smoking: Smoking is unhealthy for all and is not allowed on the job or on the property. We do not hire smokers. Customer Smoking is not allowed on the property or within 25 feet of a door or window.
Tardiness: Tardiness will result in warnings. After 3 warnings within a year, the company manager may suspend the employee without pay for one day. Should tardiness continue again, management should consider termination.
Telephone Use: Personal use of the company phone lines should be kept to a maximum of about 2 calls per day for not more than about 5 minutes per call during work hours. After hours use of the telephone is not allowed.
Cellular phones may be used (including texting) during work hours if it is kept to a minimum where the use is neither preventing an employee from accomplishing his/her work or interfering with the normal course of business. Cell phone use for personal reasons is encouraged to take place during an employee’s break and uninterrupted lunch.
Temporary Help: No policy
Theft: Employee theft is not tolerated and will result in termination when discovered.
Customer theft in the store, when caught, shall result in arrest and conviction for any and all races, genders, and ages of people.
Uniforms: Uniforms (red shirt with logo and nametag, and black poly-cotton pants or shorts) shall be clean, in good order, and worn respectfully at all times when at work. Any jackets, fleece sweaters, or vests must also bear the employee’s first name and Company Logo for the customers to see clearly. From April 15-October 15, the Company allows the wearing of Company-issued short pants. Only Company-approved hats may be worn during work hours.
Vacation: Other than the 6 major holidays, an employee who has worked for the company for one year is entitled to 5 workdays of scheduled, paid vacation time.
After 2 years of employment, an employee is entitled to 10 workdays of scheduled, paid vacation time.
Scheduling should be done at least 6 weeks in advance of the anticipated time and those days cannot fall during a period when there is someone else who is also scheduled for that time period. Seniority shall dictate priority of date selection
Visitors: Personal friends visiting the store are always welcome. However, normal visits should be limited to about 10 minutes. An occasional extended lunch break may be allowed if acceptable to management.
Work Schedules for Employees: Work schedules shall be determined in advance for the benefit of the company. Employees must remain flexible about their shift schedules.
Work Standards: The standard of work for all labor, installations and workmanship shall be excellent. This includes cleaning up after oneself each day, cleaning and polishing the customers’ items, and maintaining a clean work environment and vehicle.
Worker’s Compensation: Worker’s Compensation shall be available to any employee who is injured, quits or is discharged.
Additional Information
More about the Pacific Power Batteries Uniform and Dress code: A description of the specific dress (including protective shoes) requirements for Pacific Power Batteries employee including grooming standards and jewelry.
The black polyester/cotton blend of pants serve two important purposes: the first is the fact that any black material with polyester in them will hold up to the occasional splash from battery acid. The second is that the color of black is part of the “negative/positive look” that DC wiring and batteries have in the battery world. Naturally, black is a good pant color because it does not show the dirt as easily as a lighter pair of pants.
Short pants are available for the hotter days of summer. Often, younger employees will see fit to wear their pants low and loose as a fashion sign of the times. This is not allowed.
1. Pants should remain clean and washed daily or every other day.
2. Shirts should remain clean and washed daily.
3. Pants should be worn so that the waist of the pant is worn at the employee’s waist with a belt to secure them (no “slouchy” look of bagging pants is allowed).
4. Shirt sleeves may be worn either as long or short. If short sleeves are worn, then arms will remain bare, not having a long sleeve shirt under the short sleeved uniform.
5. Shirt tails must remain tucked in at all times when the shirt is worn (even after hours).
6. Name tag and company logo patch on all shirts, jackets, sweaters, and vests shall be in good legible condition and visible to the customers.
7. Any shirts or pants with stains, rips, discoloration or signs beyond normal wear shall be replaced by the employer.
The Jackets and sweaters of the uniform are chosen for function and their look of professionalism. Only under special circumstances should employees wear anything but the prescribed uniform. Exceptions include clothing that is worn at trade shows or after hours at a company meeting.
Hats: Only Pacific Power Batteries logo’d hats are allowed on the job. Hats with other sayings or company logos are not allowed as they become a contest of individualism as time wears on: team hats, redneck hats, stupid slogan hats will eventually creep into the business to the point where they become a distraction to the process of selling.