Human Resources

Introduction 

This employee handbook is a compilation of personnel policies, practices, and procedures currently in effect at Sock Guard.

The handbook is designed to introduce you to our company , familiarize you with company policies , provide general guidance on work rules, benefits, and other issues related to your employment and help answer many of the questions that may arise in connection with your employment. 

This employee handbook is not a contract of employment and does not create a contract of employment. Like most companies, Sock Guard generally does not offer individual employees formal employment contracts with the company. This Handbook does not create a contract,express or implied, guaranteeing you any specific term of employment , nor does it obligate you to continue your employment for a specific period of time. The purpose of the handbook is simply to provide you with a convenient explanation of present policies and practices at the company. This handbook is an overview or a guideline. It cannot cover every matter that might arise in the workplace. For this reason, sefici questions regarding the applicability of a particular policy or practice should be addressed to the human resources department. 

The company reserves the right to modify any of our olives and procedures including those covered in this Handbook, at any time. We will seek to notify you of such changes by email and other appropriate means. However , such a notice is not required for changes to be effective.

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Part 1- General Employment policies and practices equal employment opportunity 

The company is an equal opportunity employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex, disabliity , age etc. our policy reflects and affirms the companys commitment to principles of fai employment and the eliminnation of all discriminatory practices. Details of our equal employment opportunity policies are further explained in part 2.  

Your employment relationship with the company.

Like most American companies, Sock Guard generally does not offer individual employees a formal employment contract with the company. Employment is “at will”, meaning that you or the company may end your employment at any time for any lawful reason. This employee Handbook is not a contract. Nothing contained in this Handbook should be construed as creating a contract guaranteeing employment for any specific duration ], nor does the Handbook obligate you to continue your compliment for a specific period of time. Unless you have entered into an employment agreement that supersedes this document, either you or the company may terminate the employment relationship at any time. The handbook does not guarantee any prescribed process for discipline and discharge. No manager or the other representative of the company, other than the president, had the authority to enter into any agreement guaranteeing employment for any specific period. No such agreement shall be enforceable unless it is in writing and signed by the CEO and the employee. 

Recruitment and hiring 

The company's primary goal when recruiting new employees is to fill vacancies with persons who have the best available skills, abilities, or experience needed to perform the work. When positions become available , qualified current employees are encouraged and are welcome to apply for the position. As openings occur, notices relating to general information about the position are posted. The manager of the department with the opening will arrange interviews with employees who apply.we encourage current employees to recruit new talent for our company. 

Employment classifications 

The following terms will be used to describe employment classifications and status Exempt Employees

Exempt employees are not subject to the overtime pay provisions of the federal Fair Labor Standards Act (FLSA). An exempt employee is one whose specific job duties and salary meet all of the requirements of the U.S Department of Labor's regulations. In general an exempt employee is one who is paid on a salary basis at not less than $455 per week who holds an administrative , professional, or management position. Certain outside salespeople and a few other job categories are also exempt. 

Non - exempt employees

Salaried  employees who are not administrative, professional, or managerial employees ( as defined by the U.S Department of Labor) and many hourly employees are generally not exempt from the FLSA’s overtime provisions.

Full time employees 

Full time employees are those who are regularly scheduled to work at least 40 hours per week that are not hired on a temporary basis .

Part time employees 

Part time employees are those who are regularly scheduled to work fewer than 40 hours per week that are not hired on a temporary basis. Part time employees are not eligible for company paid benefits, with the exception of the 401k loan, except as required by law. Any employee who works 1,000 hours per year or more may participate in the 401k plan.

Temporary Employees 

Employees are hired for an interim period of time, usually to fill for vacations, leaves of absence or projects of limited duration. Temporary employees are not eligible for company paid benefits, except as required by law.

Orientation or training 

To help become familiar with the company and our way of doing things, the company will provide an orientation and training session within a few days after you begin work. Some of the content of the session will depend in large part on the nature of your responsibilities, with other parts will be applicable to all employees. In addition, the company may periodically offer 

Additional training or educational programs. 

Law and immigration applicable for all employees