Team Member Policy Handbook

Team Member Policy Handbook

1. Employment 

1.1. TEAM MEMBER RELATIONS AND COMMUNICATION 

We care about fair play. We understand that fairness always involves at least two people and two points of view. That’s why we operate under an “open door” policy. Our experience has shown that when Team Members deal openly and directly with management, the work environment is more productive and satisfying for everyone. 

We strive to provide work conditions, wages, and benefits that are fair and competitive with those offered by other similar employers in this region. If you have questions or concerns about any aspect of your employment with the Company, we strongly encourage you to voice those concerns to your immediate supervisor. 

1.2. DIVERSITY 

In life as in business, diversity is critical to maintaining a competitive advantage and ensuring organizational success. 

At the Company, we strive to attract, develop and retain Team Members that share our commitment to their personal and professional lives, the well being of themselves and their families and the world in which they live. 

As our workforce evolves to reflect the growing diversity of our communities and global marketplace, we are committed to understanding, valuing and incorporating those differences into the Company. 

WE: 
  1. We acknowledge the richness of commonalities and differences we share; the intrinsic worth of each unique Team Member; that our products and our commitment to enhancing the quality of our customer’s lives at home are enhanced through multiple perspectives. 
  2. We aspire to create respect for and appreciation of each other; to increase diversity with the Company and to foster a spirit of openness and partnership among our Team Members and within the communities we serve. 
  3. We act to assure an environment that welcomes, respects and embraces diversity; to always know the value of a diverse work population and to achieve excellence through our products and our people. 

1.3 FAIR EMPLOYMENT 

The Company is an equal opportunity employer. We believe that every Team Member has the right to work in an environment that is free from all forms of discrimination. It is our policy that all decisions involving any aspects of the employment relationship such as hiring, training, promotions, transfers, discipline, and termination will be based on merit, qualifications, and abilities. Such decisions will be made without regard to race, color, sex, creed, religion, age, marital status, national origin, citizenship, disability, sexual orientation, gender identity or expression, veteran status, or any other status or characteristic protected by local, state, or federal law. Discrimination based on any of these factors is contrary to our operating philosophy. If you have questions or concerns about any type of discrimination in the workplace, you are encouraged to contact your direct supervisor. You have our steadfast promise that you, and all the Team Members, can raise concerns without fear of reprisal. 

Retaliation is not tolerated against anyone who makes a complaint in good faith; however, all Team Members have rights. Anyone who makes a complaint in bad faith may be subject to disciplinary action. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action up to and including termination. 

1.3.1. Affirmative Action 

As part of our commitment to maintain a fair work environment, the Company employs an affirmative action program. This program promotes opportunities through the organization for individuals in minority groups. We honor diversity, and so we strive to create a culture that is rich in individual differences and that nurtures different points of view. We appreciate how a wide range of experience and talents can uniquely benefit the Company and the community. 

1.3.2. Disability and Accommodation 

The Company does not discriminate against individuals with disabilities. Further, if you have a disability and are otherwise qualified for the job, we will provide reasonable accommodation to you, if the accommodation will allow you to perform the essential functions of the job and will not be an undue hardship on the Company. 

If you have a disability that affects your ability to work, you are encouraged to discuss your circumstances with your supervisor. This information will be kept as confidential as possible. The only people who will have access to the information will be those who are involved in evaluating your request for an accommodation, those making modifications, or those who have a need to know for business reasons. 

1.3.3. Eligibility for Employment 

We are required by the U.S. Citizenship and Immigration Services to verify your employment eligibility. This means that you are required to provide documents that establish your identity and eligibility for U.S. employment. You must provide these documents within three days of your date of hire in order to be considered eligible for employment. A Form I-9, Employment Eligibility Verification, is included with your new hire paperwork. This form provides instructions for completing this requirement. If you have any questions, talk to your direct supervisor. 

1.3.4. Harassment 

We are committed to providing a work environment that is free from harassment. It is our policy that harassment on the basis of an Team Member’s race, color, sex, creed, religion, age, marital status, national origin, citizenship, the presence of any sensory, mental, or physical disability, sexual orientation, veteran status, or any other status or characteristic protected by local, state, or federal law will not be tolerated. Prohibited behavior includes derogatory comments, slurs, jokes, innuendoes, cartoons, pranks, or physical harassment, on the basis of any of the characteristics listed above. 

Sexual harassment includes sexual assault, unwelcome sexual advances or propositions, requests for sexual favors, or other verbal or physical conduct of a sexual nature, such as: repeated sexual jokes; flirtations; leering; whistling; touching; graphic or verbal comments about an individual’s body, sexual prowess or sexual deficiency; sexually suggestive, insulting, or obscene comments or gestures; and display in the workplace of sexually suggestive objects or pictures. 

The foregoing list is not exhaustive. Harassment is prohibited by state and federal anti-discrimination laws where any of the following situations apply: 

Submission to such conduct is made, either explicitly or implicitly, a term or condition of employment. 
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual. 
Such conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. 

You have the right to be free from such harassment on the job from fellow Team Members or others in the workplace, including business related social functions. This policy extends to Team Members, job applicants, vendors and their personnel, customers, and independent contractors. 

If you believe you are being harassed, notify anyone on the management team you are comfortable with. Every effort will be made to resolve complaints of harassment promptly and effectively. Complaints of harassment will be investigated by management and will generally include separate interviews with the person raising the complaint and the person identified as the harasser and may include interviews with witnesses, as appropriate. 

All complaints of unlawful harassment brought to management and will be treated as confidential to the extent practical and appropriate under the circumstances. Team Members who make complaints of harassment or become aware of complaints made are expected to maintain confidentiality. We will not retaliate in any way against any Team Member who makes a good faith report of harassment, nor will we permit any other Team Member to do so. 

Those who violate this harassment policy will be subject to disciplinary action up to and including termination. 

1.3.5. Employment at Will 

The Company is an “at-will” employer. This means the employment relationship is not for any specific period of time and may be terminated by you or the Company at any time for any reason. For more information, see the “Termination of Employment” section later in this handbook. Upon termination of employment, Team Members are entitled only to those programs in force at the time of termination. 

With the exception of employment at will, terms and conditions of employment with the Company may be modified at the sole discretion of the Company, with or without cause or notice at any time. No implied contract concerning any employment-related decision, term, or condition of employment can be established by any other statement, conduct, policy, procedure, or practice.

2. Your Job 

2.1. JOB CLASSIFICATIONS 

The number of hours you are regularly scheduled to work and the nature of your job responsibilities determine your job classification. These classifications are important because they identify your eligibility for benefits and overtime payment. 



*You will be informed of your job classification when you are hired. Your status can only be changed by written authorization from Company Administration. Managers must report to Administration when a Team Member’s status has changed. At the end of each calendar year, Administration reviews hours to ensure Team Members are classified under the correct status based on their average hours worked. 

2.2. EXEMPT AND NONEXEMPT STATUS 

The Fair Labor Standards Act (FLSA) is a federal law governing overtime work. All Team Members covered by this act, called “nonexempt,” receive overtime pay when they work more than 40 hours in a workweek (or as defined by state law). Some salaried Team Members are classified as “exempt” by the FLSA or applicable state laws, and those Team Members are not eligible for overtime pay. Exempt positions are typically those with management, executive, professional, or administrative responsibilities. 

Your position and its responsibilities determine whether you are classified as exempt or nonexempt. You will be informed of your eligibility for overtime pay when you are hired. Your status can only be changed by written authorization from management. 

2.3. PROBATIONARY PERIOD

The first ninety (90) days of continuous employment at the Company will no doubt be a learning experience. You will learn your job duties and responsibilities, get acquainted with your Supervisor(s) and fellow Team Members, and familiarize yourself with the Company in general. We refer to this initial period of employment as your introductory or probationary period. 

While we understand that you will be learning a lot about your new job, you are still expected to perform satisfactorily and your performance will be reviewed closely. Also, please understand that completion of the introductory period does not guarantee continued employment and does not change the at-will nature of the employment relationship. 
  1. Any significant absence will automatically extend an introductory period by the length of the absence. Where the Company determines that the designated introductory period did not allow sufficient time to thoroughly evaluate the Team Member's performance, the introductory period may be extended. Upon satisfactory completion of the initial introductory period, Team Members enter the "regular" employment classification. 
  2. Team Members who are promoted or transferred within the Company after completion of their initial probationary period must complete a secondary Introductory period of 90 calendar days with each assignment to a new position. If moving from one regular full-time position to another regular full-time position, this new introductory period will have no effect on benefit participation. However, Team Members moving to a regular full-time position from any classification which is not a regular full-time position must complete an initial introductory period as a regular full-time Team Member before they will be eligible for benefits offered only to regular full-time Team Members. 
  3. All Team Members are eligible for those benefits that are required by law, such as workers compensation insurance and Social Security, regardless of their classification. Upon becoming a regular full-time Team Member, the Team Member may be eligible for additional Company benefits. Any such benefits will be subject to the terms, conditions, and eligibility restrictions of each benefits program. Team Members should read the information for each specific benefits program for the details on eligibility requirements. 

2.4. YOUR SCHEDULE 

The workweek is Monday 12:00 a.m. through Sunday 11:59 p.m. Days and hours of operation vary by store, location, assigned duties, and time of year. The specific days and hours you work will depend on your position and the needs of your store and our Customers. You and your supervisor will review your specific work schedule along with other scheduling details, such as requested days off. The days and hours you work may change weekly and you may occasionally be required to work overtime. You are responsible to check your schedule weekly. 

Typically, schedules will be published by the end of the 3rd Friday of the month for the following month. Time off requests must be submitted prior to the publication of the schedule. Call ins (Excused or Unexcused) must notify their direct supervisor prior to their shift. Not calling in to their direct supervisor prior to the missed shift will constitute an unexcused absence.

2.4.1. Rest Breaks and Meal Periods 

We encourage all Team Members to take periodic breaks from the hectic pace of a typical workday. While all Team Members are encouraged to take periodic breaks from work. 

Rest Breaks: 

Non-exempt Team Members receive one 10-minute paid rest break as part of every four hours worked. Rest breaks may be taken informally during your day at your supervisor’s discretion. You should notify your supervisor if factors such as work volume are making it difficult for you to take your rest breaks. 

Meal Breaks:

Non-exempt Team Members may receive a 30 minute unpaid meal period if they work at least a six-hour shift. Your supervisor will schedule your breaks and meal period. Team Members must clock in and out for their meal breaks since they are unpaid.

The Company complies with all local, state, and federal laws regarding rest and meal periods and work schedules. 

2.5. ATTENDANCE AND PUNCTUALITY 

Your consistent, on-time attendance is essential to the smooth operation of your store and our company. All Team Members are expected to be at work and ready to work no later than the scheduled reporting time and work their entire scheduled shift. If a Team Member must be absent from work, permission should be requested from the supervisor in advance. Excessive tardiness and poor attendance are disruptive to our operation and may lead to disciplinary action up to and including termination of employment. Team Members requesting time off must submit the request one-week prior to the publication of a new schedule so management can make scheduling easier for both parties. 

Excessive absenteeism may lead to disciplinary action, up to and including termination of employment. Other continuing patterns of absences, early departures, or tardiness, regardless of the exact number of days, may also warrant disciplinary action. Unreported absence of three consecutive scheduled workdays and/or failing to respond to inquiries regarding unreported absences within three calendar days will result in disciplinary action, up to and including termination. 



Excused (not a complete list)
    1. Team members are expected to find coverage for any scheduled shifts they are to miss. This coverage must be approved by the team member's direct supervisor. 
    2. At supervisor's discretion, emergencies in which the team member cannot find coverage may be excused. 
Unexcused (not a complete list)
    1. No call, No Show
    2. No Show with No Coverage
Tardy
    1. Team Members are considered tardy when they fail to report for work at the assigned/scheduled time - including breaks and meal periods. 
    2. Team Members should be ready to work at their scheduled time Please note: arriving at the building at your scheduled time constitutes a tardy. 
    3. Team Members are required to notify their direct supervisor if they're going to be late. Being late without notifying their direct supervisor will constitute an unexcused tardy.
Missed Clock In/Clock Out
    1. Team members are required to clock in for shifts and meals
    2. Excused Missed Clocks Include: Off-site client meetings, pop-ups, and other pre-approved work related activities 
Progressive Discipline
    1. A rolling 3 month period/Quarterly/
    2. Effective 4th Quarter (October 1)

2.5.1 Inclement Weather 

Occasionally, extreme weather conditions make it difficult for Team Members to get to work. If there is a question about whether the store will remain open, you should call before your starting time. Discuss the specific inclement weather call-in procedure for your location with your supervisor. 

If the store closes due to inclement weather before your scheduled shift begins or you are notified by a member of management not to report to work due to inclement weather, you will not be paid. If the store closes early or opens late due to inclement weather, you will be paid for the number of hours you were scheduled to work, pending you were able to arrive. 

Whenever the store is open, you are encouraged to make every effort to arrive at work. If you are reluctant to drive in threatening weather, you are encouraged to use public transportation. 

If the store is operating normally, but you are unable to come to work, or if you must arrive late or leave early due to inclement weather, it will be unpaid or you will be required to use any available Flexible Time Off (FTO). 

2.6. PERSONNEL RECORDS 

The Company maintains personnel records for each Team Member. Generally these records contain various records of your employment, such as your new-hire paperwork, performance reviews, etc. Certified copies of your records are available and a nominal charge may apply. If you wish to receive a certified copy of your records, forward a written request to Company Administration. If you disagree with anything in your records, you may add a statement of disagreement. 

2.6.1. Information Changes 

It is important that your personnel records be kept up-to-date. We rely on you to notify us of any changes in personal information. This information includes mailing addresses, telephone numbers, number and names of dependents, marital status (if a change in marital status will change your tax withholding or benefit eligibility or use), tax withholding, emergency contact with individuals, educational accomplishments, etc. When you have any changes in your personal information, forward a written request to Management. 

2.7. REFERENCE CHECKS AND VERIFICATION OF EMPLOYMENT 

Reference verification is an important step in the recruiting process. It helps to ensure that individuals who join our team are well qualified and have strong potential to be productive and successful. We may obtain verification of a candidate’s employment history before we extend an offer of employment. 
Company Management also responds to reference check inquiries from other employers. Standard responses only include name, dates of employment, and position(s) held. If you would like us to provide additional information, your prior written authorization is needed. 

2.8. SEPARATION OF EMPLOYMENT 

While we hope your employment with the Company will be long and mutually rewarding, the length of that employment is not guaranteed or promised for any fixed period. You or the Company may end your employment at any time for any reason. Whenever possible we appreciate advance notice of a resignation. Below are some examples of the most common reasons employment may be separated: 
  1. Resignation: Voluntary employment termination initiated by the Team Member. 
  2. Discharge/Dismissal: Involuntary employment termination initiated by the organization for disciplinary reasons. 
  3. Layoff: Involuntary employment termination initiated by the organization for non-disciplinary reasons. 

2.8.1. Exit Interview 

You may be asked to participate in an exit interview with Management. Generally, this would include the reason for termination and an opportunity for you to voice suggestions, concerns, and questions. 

Generally, final paychecks are issued on the next regularly scheduled payday or as required by state law. 
Status of Your Benefits Upon Termination 

2.9. REHIRE 

If your employment with the Company ends for any reason and your break in service is greater than 30 days, you will be considered a new Team Member. Your hire date will be your most recent date of hire. You will be subject to all applicable waiting periods. 

3. Your Pay 

Your pay is determined by your specific job responsibilities, your job performance, the skills and qualifications required for the job, and market and economic conditions. 

3.1. PAYROLL 

Team Members are normally paid bi-weekly. In the event that the payday falls on an observed Company holiday or a weekend your paycheck will be issued on the last business day prior to the holiday. 

Once you receive your paycheck or proof of payment from the Company, please examine it carefully to ensure that the amount is correct. Every precaution has been taken to avoid errors in your paycheck; however, sometimes mistakes do happen. If an error does occur, advise Management so that an adjustment can be made on the next check. 

A few additional facts about pay:
  1. You will be paid your first week's wages no later than the second pay cycle after you begin work. Any overtime earnings will be paid in the next pay cycle following the actual hours worked. 
  2. If a paycheck is lost or stolen, notify your direct supervisor immediately. A replacement check will be issued after our Payroll Processor can verify that our bank has cancelled the original check, usually three business days after notice is received from the Team Member. Team Members may be responsible for the cost of the additional pay check processing.
  3. No one other than the Team Member to whom the paycheck is written will be allowed to pick up a paycheck unless Team Member authorization has been given for another person to do so.
  4. Team Members may have their pay deposited directly to their bank accounts or debit cards if they provide advance written authorization to the Company. Team Members will receive an itemized statement of wages. 

3.1.1. Payroll Deductions 

The law requires us to make certain deductions from your paycheck, such as federal income tax withholdings, Medicare, and Social Security taxes. In addition, you may authorize automatic deductions from your paycheck to cover the costs of participating in a variety of benefits and other programs. For example, you may request automatic deductions for your portion of health insurance premiums, 401(k) contributions, and Section 125 flexible spending plan contributions. 

With each paycheck, you will receive a statement showing gross pay, deductions, and net pay. If you have questions concerning your paycheck, contact Management. 

We strongly encourage you to have your paycheck automatically deposited in your bank account via direct deposit. This is the safest, most reliable way to transfer your pay from the Company to you. If you participate in direct deposit, you’ll receive a check stub detailing your deposit on payday. Forms for direct deposit are available in your new hire kit or by requesting it from Management. 

3.2. TIMEKEEPING 

It is your responsibility to make sure that your work hours are recorded accurately. Altering or falsifying your time record, or completing another Team Member’s time record is prohibited. Both may be ground for disciplinary action up to and including termination. If an error is made recording your time, contact your supervisor to make the necessary corrections with the Payroll Processor. Team Members must record their time each day they work. Team Members working without being clocked-in or management personnel who require Team Members to work without clocking in is unacceptable. Falsification of a timecard or furnishing misleading or inaccurate information for another Team Member is prohibited. 

3.3. OVERTIME 

For payroll purposes, the workweek is Monday 12:00 a.m. through Sunday 11:59 p.m. Due to the nature of our business, you may be expected to work overtime. If your position is nonexempt (eligible for overtime compensation), you will receive 1 ½ times your regular rate of pay for every hour over 40 hours in the workweek or as defined by state law. (For more information about exemption, see the “Exempt and Nonexempt Status” section in this handbook.) 

Holidays, paid time off (PTO), bereavement, and jury duty are not considered time actually worked when calculating hours worked for overtime purposes. 

Nonexempt Team Members must obtain supervisory approval in advance in order to work overtime or take work home. Non-exempt Team Members will be paid time and one-half compensation for all hours worked in excess of 40 hours in one workweek and as otherwise required by state and federal law. Team Members are generally scheduled one additional hour/day to allow for breaks/meals. Team Members are not compensated for their break time. 

3.4. BUSINESS EXPENSE REIMBURSEMENT 

Team Members may be reimbursed for reasonable and documented expenses incurred in the course of business. These expenses may include air travel, hotels, motels, meals, cab fare, rental vehicles, or gas and car mileage for personal vehicles. Within 30 days of the date of the expenditure, all expenses incurred should be submitted to your direct supervisor for approval on the Company’s Expense Report form, along with the detailed receipts. 

Per diems are permissible for meals and incidental expenses (M&IE) for authorized business travel. For M&IE, the reimbursement method selected must be used for the entire trip and should be established ahead of the trip. All actual expenses must be supported by receipts. Per diem allowances shall not exceed the pre-set maximums stated by company policy.
The employee’s travel location determines the maximum per diem reimbursement rate. Dates and locations for other points visited for business should be noted to substantiate the per diem rate used. 

Team Members who are involved in an accident while traveling on business must promptly report the incident to their immediate supervisor and to your direct supervisor. Vehicles owned, leased, or rented by the Company may not be used for personal use without prior approval. 

Team Members are expected to obtain prior proper authorization for expenses and to exercise restraint and good judgment when incurring expenses. Team Members should contact their supervisor in advance if they have any question about whether an expense will be reimbursed. 

Abuse of this business expense reimbursement policy, including falsifying expense reports to reflect costs not incurred by the Team Member, can be grounds for disciplinary action, up to and including termination of employment.

3.5. COMPENSATION PHILOSOPHY 

The Company strives to be the best at what we do, so we need to attract, retain and reward a diverse group of qualified, dedicated and performance driven Team Members at all levels and across all functions in our Company. 

We need our Team Members to: 
  1. Understand our business and contribute to its success 
  2. Be innovative in the jobs they perform 
  3. Represent the Company well internally and externally 
  4. Take accountability for their own career growth and development 
  5. Thrive in an atmosphere of change and ambiguity 
  6. Act as leaders
In return, we commit to: 
  1. Sharing information about our business 
  2. Providing opportunities for career growth 
  3. Encouraging self-development 
  4. Recognizing contributions to the business 
  5. Providing competitive – based pay and benefits 

3.6. TEAM MEMBER BENEFITS

The Company may offer its eligible Team Members the following benefits now and/or in the future: 
  1. Paid Holidays*
  2. Paid Time Off*
  3. Health Benefits***
  4. Team Member Discount
  5. Flexible Schedules
  6. Bonus Program**
  7. Unemployment Compensation
  8. Workman’s Compensation Insurance
  9. Educational Opportunities
  10. 401(k)***
  11. Team Member Life Insurance***
*Full-Time Benefits
**May be available to select employees
***Future benefits planed

Some of these programs are administered by the Company, while others are offered in conjunction with insurance companies and similar carriers. Team Members who have successfully completed their 90 day probationary period are entitled to participate in Company plans, profit sharing, etc. Team Members interested in obtaining detailed information concerning these benefits should consult with the plan documents. Copies of these documents can be provided upon request. 

3.7. TEAM MEMBER DISCOUNTS

The Company encourages Team Members to use and enjoy its products. Team Members and their spouses are entitled to a discount on regular priced merchandise. 

Please refer to the current Sale and Discounting Exclusions list for items that are not eligible for Team Member Discounts.  Additionally, items classified as Custom and Special Order must be approved by Management before the Team Member Discount can be applied. Please refer to the Team Member Discount Policy for detailed terms and conditions concerning Special Order purchases by Team Members. 

Services, such as shipping, delivery and storage, are not discounted. The Team Member Discount cannot be combined with other dollar savings promotions or clearance pricing. Team Members receive the promotion or the Team Member Discount, whichever is greater. 

Team Members who purchase merchandise using the Team Member Discount are not to be reimbursed by anyone; receipt of partial or full reimbursement for any discounted purchase is strictly prohibited. Misuse of the Team Member Discount policy can be cause for dismissal.
Merchandise purchased using the Team Member Discount is sold “as-is” and all sales are final. Team Members may not hold items for purchase at a later date. 

3.8. COMPENSATION REVIEWS 

We strive to keep all Team Members motivated, challenged, and fairly rewarded for their contributions to the Company’s success. Our goal is to review your compensation yearly during your annual performance review. However, a compensation review does not guarantee an increase in pay. Changes in compensation are based on a number of factors. These factors include business conditions and profitability, market factors, your performance, etc. In addition to annual reviews, your compensation may be adjusted when you are promoted or have a significant increase in your job responsibilities. 

4. Team Member Development 

4.1. PERFORMANCE AUDITS 

We place a high value on providing performance feedback to Team Members. All Team Members should have a clear understanding of our performance standards. As a new Team Member, discuss the performance expectations of your position with your direct supervisor as soon as possible and review the Performance Appraisal Form. If you do not understand what is expected of you, ask questions until you do. 

It is important to maintain open communication with your supervisor regarding your performance and career objectives. Performance is a key component of your career development with the Company. The performance review program provides an excellent opportunity to track your objectives and make adjustments necessary to achieve your career goals. 

Performance audits will be conducted on an annual basis. However, if you would like a performance audit more frequently, let your supervisor know. 

4.2. CAREER OPPORTUNITIES 

We encourage you to develop your career within the organization, and we support promotion from within. We post job openings to inform Team Members of opportunities and to identify qualified, interested applicants. 

Qualified internal candidates should be interviewed for vacant positions. Managers are not required to interview internal candidates who do not meet the minimum qualifications for the position. If managers interview, but choose not to offer the position to an internal candidate, managers should contact the internal candidate and explain that they have selected a more qualified candidate. 

5. Leaves of Absences 

Occasionally, you may need to be away from work for an extended period of time. You may be recovering from an illness, enjoying the arrival of a new child, or fulfilling civic or military responsibilities. That is why we offer the following leaves of absence, subject to eligibility requirements and your supervisor’s approval: 
  1. Family Leave 
  2. Military Leave 
  3. Bereavement Leave 
  4. Parental Leave 
  5. Personal Leave 
  6. Medical Leave 
  7. Crime Victim Leave 
  8. Civic/Jury Duty Leave 
We comply with all applicable state and federal laws in making any determination relating to a leave of absence. You must contact Management when considering any type of leave. 

This is only a brief overview of the policies governing leaves of absence and should not be relied upon as a complete description of your rights and obligations. The complete leave of absence policies are available from Management.

5.1. REQUESTING A LEAVE 

The Company may grant a leave of absence in certain circumstances. You should notify your direct supervisor and/or Management in writing as soon as you become aware that you may need a leave of absence. The Company will consider your request in accordance with applicable law and the Company's leave policies. You will be notified whether your leave request is granted or denied. If you are granted leave, you must comply with the terms and conditions of the leave, including keeping in touch with your direct supervisor or Management during your leave and giving prompt notice if there is any change in your return date.  

5.2. RETURN TO WORK FOLLOWING A LEAVE 

You must not accept other employment or apply for unemployment insurance while you are on a leave of absence. Acceptance of other employment while on leave will be treated as a voluntary resignation from employment at the Company. Benefits, such as paid time off and holidays will not accrue while you are on a leave of absence. Upon return from a leave of absence, you will be credited with the employment status that existed prior to the start of the leave where business need allows. If the Company’s business needs require that your position is filled while you are on an approved leave, the Company will make every effort to provide you with an available position that is as close as possible to your previous position. 

Failure to immediately return upon expiration of your leave may be considered a voluntary termination of your employment. 

5.3. ELIGIBILITY 

All full-time and part-time Team Members are eligible to apply for a leave once meeting with minimum service requirements. A minimum service requirement and maximum length for each leave are found in the individual policies. 

You will be required to use accrued paid time off concurrently with an unpaid leave of absence. Any paid time off or sick leave payments will be coordinated with any state disability, workers' compensation, or other wage reimbursement benefits for which you may be eligible so that at no time will you be paid more than your regular compensation. 

The Company may hold in abeyance or proceed with any counseling, performance review, or disciplinary action, including discharge, that was contemplated prior to any Team Member's request for or receipt of a leave of absence or that has come to the Company's attention during the leave. If any action is held in abeyance during the leave of absence, the Company reserves the right to proceed with the action upon the Team Member's return. Requesting or receiving a leave of absence in no way relieves Team Members of their obligation while on the job to perform their job responsibilities capably and up to the Company's expectations and to observe all the Company policies, rules, and procedures. 

5.4. TYPES OF LEAVE 

5.4.1. Family Leave 

The purpose of this leave is to take care of a seriously ill family member. Qualified family members include spouse, parent, and child. The law also provides that if a person has acted “in loco parentis” to the Team Member, the Team Member may consider that person their “parent.” Likewise, if there is a child to whom the Team Member acts, or has acted, “in loco parentis,” that child may be considered the Team Member’s child. 

5.4.2. Medical Leave 

Medical Leave is available to any Team Member who needs to recuperate from his/her own injury, illness or childbirth.

5.4.3. Parental Leave 

Parental Leave is taken to care for an Team Member’s newborn, newly-adopted or newly-placed foster child under 18 years of age, or for a newly-adopted or newly-placed foster child 18 years of age or older who is incapable of self-care because of a physical or mental impairment. 

5.4.4. Personal Leave 

Occasionally, personal situations or obligations require an extended period of time away from work. Personal Leave is used to take care of compelling personal situations such as family emergencies or situations not covered by Family, Parental or Medical Leave, educational opportunities that are work-related, or time to resolve certain situations that may otherwise result in termination. We reserve the right to initiate Personal Leave if it seems to be in your best interest and that of the Company. Reasons for Company-initiated leave of absence vary. 

5.4.5. Bereavement Leave 

The loss of a loved one is difficult. In the event of a death of a family member, Bereavement Leave is available for time off to grieve. 

5.4.6. Civic/Jury Duty Leave 

Civic/Jury Duty Leave is available to Team Members to fulfill their civic responsibilities by participating in elections, serving on jury duty, or acting as a subpoenaed witness (excluding any litigation in which a Team Member is involved as a named plaintiff or defendant). 

5.4.7. Military Leave 

Military Leave is available to Team Members who enter, voluntarily or involuntarily, the Uniformed Services to the United States. Military leave is available for active duty, active or inactive duty for training, evaluation for fitness for military duty, or funeral honors performed by the National Guard or reserve members. Military Leave also may be available to Team Members who are members of the organized militia of the state. 

5.4.8. Military Caregiver Leave 

Military Caregiver Leave provides time off for a Team Member to care for a family member who is a Covered Servicemember with a serious injury or illness incurred in the line of duty on active duty. A Covered Servicemember is a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. The Team Member must be the spouse, son, daughter, parent, or next of kin of the Covered Servicemember. 

5.4.9. Military Qualifying Exigency Leave 

Military Qualifying Exigency Leave provides time off for a “qualifying exigency” arising out of the fact that a Covered Military Member who is the spouse, son, daughter, or parent of the Team Member is on active duty or called to active duty status in support of a contingency operation. “Qualifying exigency” may mean short-notice deployment, military events and related activities, childcare arrangements and school activities, financial and legal arrangements, counseling, rest and recuperation, post-deployment activities, and certain other activities. 

5.4.10. Crime Victim Leave 

Crime Victim Leave provides time off for a Team Member who has been the victim of a crime, or whose family member has been the victim of a crime, to attend criminal proceedings under the terms of this policy and applicable law. 

5.5. FAMILY AND MEDICAL LEAVE ACT (FMLA) 

In this section, we describe the provisions of the federal Family and Medical Leave Act (FMLA) of 1993. In some cases, you may have additional benefits, depending on the state where you work. FMLA is a federal law that allows Team Members who meet certain eligibility requirements to take up to 12 weeks of leave in a 12-month period to fulfill family obligations or to care for certain medical conditions without interruption to your Company-sponsored benefits. 

5.5.1. FMLA ffEligibility 

One year of service: A minimum of 1,250 hours worked during the 12-month period prior to the leave start date. 

5.5.2. FMLA Qualified Reasons for Leave 

  1. The birth, adoption of a child, or placement of foster child, 
  2. To care for the serious health condition of your spouse or domestic partner, minor child, your own parent, or parent-in-law, 
  3. Your own serious health condition. 
Definitions and Details You Need to Know about FMLA Leaves 
  1. How is a “child” defined?
    1. A biological child, adopted child, foster child, a stepchild, a legal ward, or any other child for whom you have day-to-day responsibility and who is under the age of 18 (or children 18 or older if they are incapable of self-care because of a mental or physical disability). 
  2. How is a “spouse” defined?
    1. A husband or wife as recognized by state marriage laws where the Team Member resides, or a domestic partner. 
  3. How is a “domestic partner” defined? 
    1. A domestic partner who is receiving group insurance benefits on the Company’s plan will be treated the same as a spouse in determining eligibility for FMLA leave. For the purpose of the Company’s benefit eligibility, a domestic partner is a person whom the eligible Team Member has maintained at least a 6-month continuous relationship within a single household. 
  4. How is a “serious health condition” defined? 
    1. It is any illness, injury, impairment, or physical or mental condition that involves inpatient care at a medical facility or continuing treatment by a healthcare provider. To better understand what is considered a “serious health condition,” contact your HR representative. 
  5. What if my spouse and I both work for the Company?
    1. You are entitled to a combined total of 12 weeks in a 12-month period for a leave taken for the birth, adoption, or placement of a child in foster care, or to care for a parent or a child. You are each entitled to 12 weeks in a 12-month period for your own serious health condition. 
  6. Does the leave have to be taken all at once?
    1. Family leave to care for your spouse, child, parent, or for your own health condition may be intermittent if medically necessary. Leave for birth, adoption, or placement of a child in foster care must be taken all at one time and within 12 months of the arrival of the child. Failure to provide notice or certification may delay leave or result in the leave counting as unexcused. 

6. Working Together 

6.1. TEAM MEMBER CONDUCT

Certain standards are necessary for the efficient operation of the organization. These standards are for the benefit and protection of the rights and safety of everyone. Conduct that interferes with our operation, brings discredit to the organization, or is offensive to Customers or co-workers will not be tolerated and may lead to disciplinary action up to and including termination. 

All Team Members are expected to conduct themselves professionally and behave in a manner that contributes to the efficient operation of the Company. Individuals may be disciplined for inappropriate workplace conduct, poor job performance, violations of procedures or policies, or other conduct or behavior that we feel requires discipline. 

Discipline may be verbal counseling, written warnings, suspension, and/or dismissal. We apply discipline as appropriate given the circumstance of each situation. Depending on the circumstance, however, immediate dismissal without notice may be imposed. 

If you have questions about this policy, contact Management. 

6.2. MERCHANTS, VENDORS & GUEST SERVICES PROFESSIONAL CONDUCT POLICY

The purpose of this policy is to ensure that interactions between Belleville Market Merchants and Guest Services Associates remain professional, respectful, and impartial at all times. Both merchants and Guest Services Associates play a vital role in creating a positive and welcoming environment for our customers, and maintaining clear boundaries in their professional relationship is essential.

Merchants and Guest Services Associates must adhere to the following guidelines to foster a professional and collaborative environment:

6.2.1. Respecting Roles and Responsibilities

Guest Services Associates are responsible for assisting customers and providing general market information. They are not responsible for merchant operations or business management.
  1. Merchants should direct all operational inquiries or concerns to Belleville Market Administration rather than Guest Services staff.

6.2.2. Confidentiality and Discretion

Guest Services Associates and Merchants must respect privacy by not discussing or sharing confidential business information with others.
Conversations about other Merchants, business practices, sales performance, or internal conflicts should be avoided.
Guest Services Associates should not discuss information pertaining to store operations, including but not limited to sales figures, business strategies, or inventory levels.
  1. Any questions related to store operations should be directed to Belleville Market Administration.
  2. Information regarding one Merchant should not be shared with another Merchant.
  3. Guest Services should not engage in negative conversations regarding Merchants and Market operations.

6.2.3. Addressing Concerns Professionally

Merchants with concerns regarding their business, other Merchants, or Market policies should bring them to Belleville Market Administration rather than Guest Services staff.
  1. Guest Services Associates should refrain from offering opinions or attempting to resolve merchant disputes.
  2. If a Merchant has an issue, complaint, or request regarding their selling area, another Merchant, or Market operations, they should be directed to the appropriate Belleville Market Administrative Staff.
  3. Guest Services Associates should not attempt to mediate or resolve Merchant disputes.

6.2.4. Customer-Focused Interactions

Guest Services Associates’ primary role is to assist customers and enhance their shopping experience.
  1. Guest Services interactions should prioritize customer needs and inquiries over Merchant-related discussions.
  2. Merchants should not expect Guest Services to assist with their business operations, as the primary role of Guest Services is to support and guide customers.
  3. Both parties should work together to create a welcoming atmosphere for customers.

6.2.5. Restricted Topics of Discussion

  1. Sales figures, revenue, or pricing strategies of both the store and any Merchant.
  2. Internal conflicts or disputes within the Market.
  3. Personal opinions on the success, business strategies, or competitiveness of other Merchants and the market as a whole.
  4. Market gossip, speculation, or any conversation that may compromise professionalism.

6.2.6. Handling Inappropriate Behavior

  1. All interactions between Merchants and Guest Services associates should be conducted with respect and professionalism.
  2. If a Guest Services Representative or merchant experiences unprofessional, inappropriate, or disrespectful behavior from the other party, the incident should be reported to Belleville Market Administration immediately.
  3. If a conversation or situation becomes uncomfortable, individuals should disengage and seek support from a supervisor or security if necessary.
  4. Belleville Market Administration will take appropriate action to maintain a respectful and professional environment for all.
Failure to comply with this policy may result in corrective actions, including additional training, coaching, or disciplinary measures as determined by Belleville Market Administration.

By following this policy, both Merchants and Guest Services associates contribute to a professional, neutral, and customer-focused environment that fosters positive interactions and a thriving marketplace.

6.3. COMPLAINT RESOLUTION 

We are an “open door” company. Any question, problem, concern, or suggestion is always welcome by the management. We know the importance of an open and fair method of resolving complaints and answering questions. 

We understand that you may not be comfortable presenting a complaint or concern to your employer. However, we encourage everyone to take advantage of our complaint resolution procedure, if needed (see Team Member Relations and Communications in the Employment section of this handbook). We do not tolerate retaliation against anyone who makes a complaint in good faith. You can be assured that the issue you raise will be taken seriously. 

6.4. ETHICAL BUSINESS PRACTICE 

We are committed to ethical and lawful business practices. We rely on you to continue to build our reputation in this area. You have an obligation to conduct business within guidelines that prohibit conflict of interest. Although we cannot possibly cover all the details of this topic in this handbook, we find it helpful to provide general direction so you will have guiding principles. Contact Management for more information or questions about conflict of interest or our commitment to ethical business practices. 

6.5. BECOMING A MERCHANT OR VENDOR

Team members are not permitted to be a Merchant at Belleville Market during their employment with the Company as this would be considered a conflict of interest. 

6.6. FINANCIAL GAIN 

Transactions with outside third parties must be conducted within a framework established and controlled by the executive level of the Company. Business dealings should not result in the unusual gains for outside third parties. Unusual gain may include bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the Team Member, or both. Promotional plans that might involve unusual gain require specific executive-level approval. Gambling of any kind is prohibited on Company property. 

6.7. CONFLICTS OF INTEREST 

Individuals who have any influence on transactions involving purchases, contracts, or leases must disclose any potential conflict of interest to any officer of the Company. We will put safeguards in place to protect all parties. 

Do not accept gifts from vendors or others with whom we do business that might interfere with your judgment on behalf of the Company. All gifts, even if they do not meet the criteria described above, must be disclosed to your direct supervisor. 

6.8. FINANCIAL RESPONSIBILITY 

As an Team Member with access to the Point of Sale system, the following guidelines must be observed: 
  1. Not providing your code or password to any other individual. 
  2. Not using any other Team Member’s code or password for any reason. 
  3. Responsibility for the security of your password and take appropriate steps to maintain its confidentiality. This includes requesting password changes. 
  4. Supervisors (Market Administration, Guest Services Manager, Manager on Duty) must be present and physically perform the override for any management transaction. These include, but are not limited to Returns, Exchanges, Markdowns, Price Changes, No-Sales, Voids, and Discounts. 
  5. By completing and/or authorizing a transaction, you are responsible for all associated procedures and policies within the transaction. 
  6. Not signing for or approving any transaction that you have not witnessed. This includes completing voids for a previous transaction. 
  7. Store management may not alter the above policies. 
  8. Not making change for Customers. This includes change for parking meters and change for large bills. 
  9. All register variances should be recorded via performance documentation. All variances of $5.00 or more must be reported to store administration. 
  10. All money for change will be transferred in envelopes, not in pockets or exposed hands. 
  11. Register tills will be transported with covers on at all times, and the cashier must be accompanied by a member of management during transport. 

6.9. CONFIDENTIALITY AND NONDISCLOSURE 

The protection of confidential business information and trade secrets is vital to the interests and success of the Company. Information about the Company, its Team Members, Customers, suppliers, and vendors is to be kept confidential and divulged only to individuals within the Company who both have a need to receive, and authorization to receive, the information. If in doubt as to whether information should be divulged, err in favor of not divulging information and discuss the situation with your direct supervisor or Management. 

Such confidential information includes, but is not limited to, the following examples: 
  1. Customer lists 
  2. Customer preferences 
  3. Marketing strategies 
  4. New materials research 
  5. Pending projects and proposals 
  6. Proprietary production processes 
  7. Research and development strategies
  8. Pricing policies and procedures
  9. Merchant Financial & Business Information
Confidential information obtained during or through employment with the Company may not be used by any Team Member for the purpose of furthering current or future outside employment or activities or for obtaining personal gain or profit. The Company reserves the right to avail itself of all legal or equitable remedies to prevent impermissible use of confidential information or to recover damages incurred as a result of the impermissible use of confidential information. 

All Team Members will be required to sign a nondisclosure agreement as a condition of employment. Team Members who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action. 

6.10. OUTSIDE EMPLOYMENT 

Full-time Team Members considering outside employment that may create a conflict of interest must discuss the position in advance with your supervisor. If you are working full-time, outside employment should be viewed as secondary to your primary job at the Company. Whether full-time or part-time, working for a brand competitor is prohibited. Activities related to outside employment, such as telephone calls, must be conducted off-site and should not interrupt your job responsibilities. 

6.11. EMPLOYMENT OF RELATIVES 

To avoid the appearance of conflict of interest, the Company discourages the employment of relatives in the same store. Relatives of Team Members may be employed as long as the following conditions can be met: 
  1. Neither Team Member will supervise, or have the authority to promote, discipline, or discharge the other. 
  2. Neither Team Member will evaluate or audit the work of the other. 
  3. The working relationship will not create the possibility for improper influence or favor and neither Team Member is a policy level officer of a customer, competitor, regulatory agency, or other party with whom the Company deals. 
For purposes of the policy, the term “relatives” includes spouse, domestic partner, significant others, siblings, parents, children, nieces, nephews, step family members, grandparents, roommates, and others in a close personal relationship. 

If two Team Members develop a close relationship or marry each other after being employed and are not able to satisfy the above criteria, one of the two may be transferred. If a transfer is not practical, one of the Team Members may be terminated. This decision may be left to the Team Members involved unless it is in the Company’s best interest to decide. It is the responsibility of the Team Members involved to notify their direct supervisor(s) and/or Management. 

6.12. PRODUCT SAMPLES 

During your employment with the Company, you may obtain product samples from the Company either because they are given to you or you purchase them. Regardless of how you obtain product samples, you are prohibited from selling them, exchanging them for anything of value or offering to sell or exchange them for anything of value. If you give product samples you obtain to non Team Members, you must inform them that they also need to comply with these restrictions. 

Violation of this policy may result in disciplinary action, up to and including termination of employment. 

6.13. MEDIA POLICY 

We recognize that each Team Member is a valued brand ambassador of our products and our organization. Your daily communication and interaction with outside vendors, friends, and family members provides you with a unique opportunity to represent our products and our Company’s mission and values. 

It is our policy that any communications solicited to and from members of the press as a representative or spokesperson for the Company or its brands are strictly prohibited without prior authorization from Management. 

This policy has been enacted to protect you and the Company from misrepresentation of the brand that may result in public damage. Such misrepresentation is often unintentional and results from being unfamiliar with media interaction. 

Company Management has been structured to serve as a filter for media inquiries and interview requests. Team Members asked to speak as a representative or spokesperson for the Company or its brands should forward any calls or personal inquiries from any media source to Management. This procedure gives Management the opportunity to determine how the request should be appropriately handled. 

We feel that our procedure is in the best interest of both the Company and our Team Members. It is important that messages made to the external world regarding our brands and the Company are consistent and accurate. 

Nothing in this policy is intended to require you to forward media inquiries for which you are not asked to speak as a representative or spokesperson for the Company or its brands to Management. 

6.14. COMPUTER SOFTWARE AND HARDWARE POLICY 

The Company licenses the use of computer software from a variety of outside companies. We do not own this software and therefore do not have the right to reproduce it. To comply with copyright laws, the Company prohibits illegal duplication of software. Do not make or distribute copies of copyrighted material without authorization unless the copy is made for backup or archival purposes. 

Additionally, you may not bring software from home, including personal screensavers, and load on your computer at work. If you become aware of any misuse of software or related documentation within the Company, notify your supervisor immediately. 

Any Team Members illegally reproducing software may be subject to civil damages and criminal penalties, including fines and imprisonment. Team Members who make, acquire, or use unauthorized copies of computer software may also be subject to disciplinary action up to and including termination. 

6.15. ELECTRONIC MAIL AND INTERNET USAGE 

The e-mail system and access to the Internet are assets of the Company that may be available for your use. These tools are designed to enhance your ability to communicate with others and to access information related to your job. It is important to understand and follow the guidelines we have implemented for the use of e-mail and the Internet to ensure that they are used productively. Their use must also be consistent with other Company policies and operating procedures. 

E-mail is a popular way to communicate quickly. It is useful for routine scheduling, exchange of basic information, and updates. It is not, however, the best choice in all circumstances. If your message is confidential or private, a personal meeting or memo might be a better choice. 

When using e-mail, use the same care and discretion that you would if you were composing an internal memo, report, or letter. All messages should be composed with the expectation that they could be made public. 

You are expected to honor the password and other security provisions of the e-mail system. We prohibit the use of codes or passwords to gain unauthorized access to other Team Members’ files or to Company’s files for which you have no authority. Do not transmit or download jokes, chain letters, other inappropriate material, or comments that would be inconsistent with the Company’s policies, especially those prohibiting discrimination and harassment. 

All messages on the e-mail system are records and property of the Company in accordance with its current policy. The Company reserves the right to access, read, disclose, use and otherwise deal with any messages on its e-mail system in any manner that it chooses. Consequently, you should not use the e-mail system for any information that you want to keep personal or private. 

Internet access to global electronic information resources on the World Wide Web is provided by the Company to assist you in obtaining work-related data and technology. All internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of the Company and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, Team Members should always ensure that the business information contained in Internet e-mail messages and other transmissions is accurate, appropriate, ethical, and lawful. 

Data that is composed, transmitted, accessed, or received via the Internet, including the e-mail system, must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any Team Member or other person. 

Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, gender specific comments, or any other comments or images that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law. The unauthorized use, installation, copying, or distribution or copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a general rule, if you did not create material, do not own the rights to it, or have not received authorization for its use, do not put it on the Internet. Team Members are also responsible for ensuring that the person sending any material over the Internet has the appropriate distribution rights. 

The equipment, services, and technology provided to access the Internet and e-mail transmission remain at all times the property of the Company. As such, the Company reserves the right to monitor Internet traffic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems. 

Abuse of the Internet and/or e-mail access provided by the Company in violation of law or Company policies will result in disciplinary action, up to and including termination of employment. Team Members may also be held personally liable for any violations of this policy. 

6.16. USE OF EQUIPMENT 

All Company property--including desks, storage areas, lockers, work areas, file cabinets, credenzas, computer systems, office telephones, laptops, cell phones, blackberries, modems, facsimile machines, duplicating machines, printers, and the like--must be used properly and maintained in good working order. Team Members who lose, steal, or misuse Company property may be personally liable for replacing or fixing the item and may be subject to discipline, up to and including termination. Team Members who damage the equipment by misusing it outside the intended use may be held liable. 

The Company reserves the right, at all times and without prior notice, to inspect and search any and all of its property for the purpose of determining whether this policy or any other policy of the Company has been violated, or when an inspection and investigation is necessary for purposes of promoting safety in the workplace or compliance with state and federal laws. These inspections may be conducted during or after business hours and in the presence or absence of the Team Member. 

In addition, in order to ensure the safety and security of Team Members and Customers, and to protect the Company’s legitimate business interests, the Company reserves the right to question and inspect or search any Team Member entering or leaving the Company premises. The inspection or search may include any packages or items that the individual may be carrying, including briefcases, handbags, knapsacks, and shopping bags. These items are subject to inspection and search at any time, with or without prior notice. The Company also may require Team Members while on the job or on Company's premises to agree to reasonable inspection of their personal property and/or persons. The individual may be requested to self-inspect his or her personal property or person by displaying the contents of any packages, turning out his or her pockets, or other similar procedures, in the presence of a representative of the Company, typically a management Team Member of the same gender. The Company will not tolerate any Team Member's refusal to cooperate in these procedures or to complete a search required by the Company. 

Within reason and within reasonable and appropriate parameters and limitations, Team Members are permitted to use the Company's equipment for non-work purposes. Accordingly, Team Members have no right of privacy as to any information or file maintained in or on Company property or transmitted using Company property. For purposes of inspecting, investigating, or searching Team Members' files or documents, the Company may override any applicable passwords, codes, or locks in accordance with the best interests of the Company, its Team Members, its Customers or its visitors.

Team Members may access only files or documents that they have permission to enter. Unauthorized review, duplication, dissemination, removal, damage, or alteration of files, or other property of the Company, or improper use of information obtained by unauthorized means, may be grounds for disciplinary action, up to and including termination. 

7. Your Work Environment 

7.1. CUSTOMER SERVICE 

All Team Members are expected to extend courtesy to Customers and all others Team Members at all times. Team Members should greet Customers as soon as reasonably possible when they enter the store and thank the Customers and invite them back when they leave the store. You must attend to our Customers' questions and demands promptly and professionally.  The store must be kept tidy with counters, floors, aisles and doorways clear and clean. All customer complaints should be referred to the Manager on Duty. 

7.2. DRESS CODE - GUEST SERVICES ASSOCIATES

As a Guest Services Associate, your appearance helps create a welcoming and professional experience for our guests. We aim for a clean, casual, and comfortable look that reflects the spirit of the store—while still maintaining a standard of retail readiness.

General Expectations

  1. Clothing must be clean, in good condition, and appropriate for a retail environment.
  2. Personal grooming and hygiene should support a neat and guest-ready appearance.
  3. Express your style—just keep it polished, not sloppy.

Tops

  1. T-shirts, polos, blouses, sweaters, and casual button-downs are all appropriate.
  2. Sleeveless tops are fine as long as they are modest—no spaghetti straps, halters, or crop tops.
  3. Avoid graphics with offensive language or imagery.
  4. Belleville-branded apparel is encouraged when available.

Bottoms

  1. Jeans, chinos, trousers, or casual skirts/dresses are all permitted.
  2. Jeans may be lightly distressed, but must be free of rips that expose skin.
  3. No shorts, tights, leggings, or yoga pants.
  4. Bottoms should be comfortable, not overly tight or revealing.

Footwear

  1. Closed-toe shoes are required—sneakers, boots, flats, or low-profile shoes are ideal.
  2. Shoes must be clean and in good condition.
  3. No flip-flops, sandals, or excessively worn footwear.

Outerwear & Accessories

  1. Layers such as cardigans, casual jackets, or denim jackets are welcome.
  2. Accessories should be minimal and functional.
  3. Name badges must be worn at all times while on shift.

Hair, Grooming & Headwear

  1. Hair color, tattoos, and piercings are fine—just keep your overall appearance neat and clean.
  2. No hats, caps, or beanies while working on the floor.
  3. Head coverings for religious or medical reasons are fully supported.

The Vibe

Relaxed, put-together, and retail-ready. You don’t need to dress up—but you do need to show up looking like you’re here to help.

Management reserves the right to address attire that does not align with these expectations.

7.3. HEALTH AND SAFETY 

The health and safety of Team Members and others on Company property are of critical concern to the Company. The Company also intends to comply with all health and safety laws applicable to our business. 

To this end, the Company must rely upon Team Members to ensure that work areas are kept safe and free of hazardous conditions. Team Members are required to be conscientious about workplace safety, including proper operating methods and known dangerous conditions or hazards. You should report any unsafe conditions or potential hazards to your direct supervisor immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the Company's premises, or in a product, facility, piece of equipment, process, or business practice for which the Company is responsible should be brought to the attention of your direct supervisor immediately. 

Periodically, the Company may issue rules and guidelines governing workplace safety and health. All Team Members should familiarize themselves with these rules and guidelines as strict compliance will be expected. Failure to comply strictly with rules and guidelines regarding health and safety or negligent work performance that endangers health and safety will not be tolerated. 

Any workplace injury, accident, or illness must be reported to your direct supervisor and to Management as soon as possible, regardless of the severity of the injury or accident. If medical attention is required immediately, Supervisors will assist Team Members in obtaining medical care in accordance with the Company’s Risk Management Plan, after which the details of the injury or accident must be reported to Management. A Risk Management instruction folder is located at every Company location. This manual includes instructions that must be followed when a worksite injury or accident occurs – all Team Members must familiarize themselves with the proper procedures to follow.  

7.4. LIFE-ALTERING ILLNESS IN THE WORKPLACE 

In today’s society, there are many health issues that concern all of us. AIDS is one such issue. As we have stated, our goal is to provide a safe and healthy work environment for everyone. We have developed our policy on AIDS based on the medical evidence that AIDS is not transmitted by the type of social and business contacts that occur regularly in the workplace. 

Team Members with life-threatening illnesses, such as AIDS, cancer, and heart disease often wish to continue their normal pursuits including work, to the extent allowed by their condition. We support these endeavors as long as the Team Member is able to meet acceptable performance standards. As in the case of other disabilities, the Company does not tolerate employment discrimination against Team Members with life threatening illness. In addition, we will make reasonable accommodations in accordance with the law, to allow qualified Team Members with life-threatening illnesses to perform the essential functions of their jobs. 

Team Members with questions or concerns about life-threatening illnesses are encouraged to contact Management for information and referral to appropriate services and resources. 

7.5. TOBACCO USE IN THE WORKPLACE 

To reduce involuntary exposure to secondhand smoke, raise awareness about tobacco disparities in minority communities, and ensure our stores are a cleaner, safer and healthier environment for Team Members and customers, the Company will be tobacco-free.
  1. Use of all tobacco products is prohibited on all Company property.
  2. Tobacco products include, but are not limited to, all cigarettes, e-cigarettes, hookahs, vapes and all smokeless products such as chew, dip, etc.
  3. This policy applies to all Team Members, Visitors, Contractors and Guests and to any person or organization leasing space at a Company property
  4. There are no designated smoking areas at the Company
  5. Tobacco cessation information, referrals, education, and materials are available for Team Members
  6. This tobacco ban does not apply to public right-of-way (sidewalks, streets) on the perimeter of the property because the Company has no jurisdiction over city-owned streets, sidewalks, and right of ways. 
  7. Those interested in engaging in such outside the store should exercise care to engage in activities on property that is not Company-owned. 
  8. Common courtesy should prevail if you choose to engage in tobacco use near Company property. Team Members and Customers should have the ability to enter the store without breathing in second-hand smoke due to smoking at the entrance to the building.
  9. Every Team Member is charged with enforcing this policy by personally adhering to the policy and respectfully reminding those violating the policy about it. 
  10. Violators of the policy will be reminded that the Company is a tobacco-free space. 
  11. Signage will be posted to clearly state that the store is a tobacco-free space.

7.6. DRUG AND ALCOHOL POLICY 

The Company is committed to providing a safe, productive and healthy work environment for its Team Members. Individuals who abuse drugs and/or alcohol are less productive, less dependable, and are a threat to the safety, security and welfare of the Company, its Team Members, Customers, vendors, or those who do business with the Company, as well as the general public. The establishment of a Drug-Free Workplace Policy is consistent with the Company's desire to maintain a safe work environment.  

You are prohibited from using, possessing, purchasing, distributing, dispensing, manufacturing, or being under the influence of any narcotic, controlled substance, alcohol, or drug without medical authorization during working time or while on the Company’s property. The only exception is for Company approved or sponsored functions or business-related meetings which have the Company’s approval to serve alcohol. At such functions or meetings, moderate consumption of alcohol is permitted, but reasonable standards of conduct must be maintained. 

This policy covers all Team Members of the Company. If you are subcontracted to a vendor of the Company, you may be required to be tested under the vendor's drug and/or alcohol testing policy, provided that the testing is in accordance with the policy and the policy complies with applicable law. Applicants, however, are not entitled to participate in any Team Member Assistance or Rehabilitation Program, which may be offered by the Company to its Team Members. 
  1. You are required to participate in, consent to, and comply with the terms of the policy as a condition of employment and continued employment. If you have questions regarding the policy, you should contact Management. 

7.6.1. Consumption of Alcohol 

There may be occasions when it is permissible for you to consume reasonable amounts of alcohol during working time or while on the Company's property. Examples of occasions that might qualify for exemption include the Company’s social or business functions, consumption after standard business hours at professional events or association meetings, while traveling on business, or while entertaining potential or existing vendors. While consumption of alcohol may be authorized, you will be held to the policy standards which prohibits the presence of alcohol in your system which equals or exceeds a blood alcohol content (BAC) of .04.

Notwithstanding the foregoing exceptions, you are prohibited from driving a vehicle if a member of management at the Company has reasonable cause to believe that you have consumed alcohol (as allowed under this section of the policy) and as a result of such consumption, are under the influence of alcohol. If you are a member of management at the Company, you are expected to ensure that the involved Team Member or Team Members do not drive, but instead adhere to management’s recommendation for alternative transportation. 

NOTE: On occasion, managerial, executive, and sales staff may entertain vendors during work hours or after work hours as representatives of the Company. These occasions may include lunches, dinners, and business conferences. On these occasions, only the moderate and limited use of alcoholic beverages is acceptable. In addition, alcohol may be occasionally served at social events sponsored by the Company. Alcohol may be served at these events only with the approval of Senior Management. Only the moderate and limited use of alcohol is acceptable. Team Members are expected to remain responsible, professional, and sober at all times. 

7.7. SOLICITATION 

It is our desire to conduct our operations in a productive manner. Our Team Members should have the opportunity to work without interference from co-workers or others in the workplace pursuing a non business related purpose. 

Team Members may not solicit or distribute literature concerning non business related activities during work time or in work areas. Soliciting Team Members who are on non-work time may not solicit other Team Members who are on work time. Work time does not include lunch periods, work breaks, or any other periods in which Team Members are not on duty. 

Persons not employed by the Company may not solicit, survey, petition or distribute literature on our premises at any time. This includes persons soliciting for charities, salespersons, questionnaire surveyors, labor union organizers, or any other solicitors or distributor. (Exceptions to this rule may be made in special circumstances where management determines that an exception would serve the best interest of the organization and our Team Members.) 

7.8. INSPECTION AND MONITORING 

The safety and security of our Team Members, visitors, and Customers is very important to us. To ensure that both our safety and customer service objectives are reached, it may be necessary for the Company to periodically inspect, record or monitor facilities, interoffice or business mail, electronic mail, computers, telephones, voice mail, and other resources. 

The Company cannot assume responsibility for loss, theft, or damage to personal property, including vehicles that you bring to work. The Company retains the right to inspect all packages, etc. brought into or taken off the premises by Team Members and visitors. 

Team Members who regularly communicate with Customers may have their telephone conversation monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our Customers’ image of the Company as well as their satisfaction with our service. 

It is important to take this policy into account when using our e-mail, voice mail, or other communication that you might consider personal. Misuse of the systems and resources described in this policy will not be tolerated and may result in immediate termination. 

7.9. ACCESS TO STORE

For safety and security, store access is restricted in areas throughout the day. These restrictions apply to all Team Members. 
  1. You must enter and exit the facility through the designated Team Member entrance only. Scheduled Team Members working at the facility may be requested to present bags or personal containers for inspection when entering and leaving. 
  2. A member of management may enter the store alone to begin the opening process. A second Team Member must be scheduled prior to store opening for business. 
  3. No fewer than two team members may close the market or leave the premises together. At least one of the closing team members must be a Manager on Duty or hold a higher position. All team members must remain on-site until all closing tasks are completed and everyone is ready to depart, unless otherwise permitted and approved by a member of the Store Administrative Team. 
  4. When the store is closed only scheduled Team Members or management completing a business function is authorized to be in the store (merchants, visitors or non-scheduled Team Members are not allowed). 
  5. At no time may a team member who is not a member of management be left in the store alone after hours. 
  6. Access to the stockroom is restricted to scheduled Team Members, non-scheduled Team Members completing a business-related function approved by management, and/or non Team Members completing a business-related function. 
  7. Access to the office is restricted to scheduled store management, nonscheduled management completing a business function approved by the Store Manager, and Team Members or non Team Members accompanied by management completing a business related function that requires office access. 
  8. Team Members must not loiter in any area of the store when not working. If leaving the store presents an immediate safety risk, management must assign an area to stay until it is safe to leave. 

7.10. SECURITY AND SAFETY 

The Company wishes to protect the safety, security and property of the Company and their Team Members, visitors, vendors and Customers. To achieve these goals, the Company has adopted the following policies: 
  1. Weapons, explosives, hazardous chemicals, alcohol (except when authorized by the Company), tobacco, illegal drugs and related paraphernalia are strictly prohibited from the Company’s premises. 
  2. The Company reserves the right to inspect and search vehicles, equipment, documents, bags, purses, briefcases, packages and other containers, as well as persons entering or leaving the Company’s premises for any prohibited items and property of the Company’s. Any person who wishes to avoid inspection or search of any articles or materials should not bring such items onto the Company’s premises. 
  3. The Company reserves the right to inspect and search all property of the Company’s, including desks, lockers, computers and other storage devices. All such property remains the property of the Company at all times. 
By continuing employment or by entering onto the Company’s premises after receipt of this handbook, you agree to abide by the Company’s Safety and Security Policy and hereby consent to inspection and search of the items described above, as well as your person, by the Company’s or its authorized representatives. You also authorize the Company to seize and hold any article discovered in such inspection or search that the Company reasonably believes belongs to the Company or which may be required as evidence in any actual or potential proceeding. 

7.11. VIOLENCE IN THE WORKPLACE 

We are committed to providing a safe and secure work environment for Team Members, Customers, and the general public. In an effort to prevent the possibility of violence in the workplace, the Company has adopted the guidelines described in this section. 

Violence in the workplace can range from verbal or physical threats, intimidation, and/or aggressive physical contact. Examples of such behavior could include: 
  1. Inflicting or threatening injury or damage to another person or his/her property; 
  2. Possessing a firearm, explosive or other dangerous weapon on Company premises (including Company vehicles) or using any object as a weapon; 
  3. Abusing or damaging Company property or the property of others; and 
  4. Speaking in a threatening manner or using obscene or abusive language or gesture in a threatening manner. 

Because of the potential for misunderstanding, joking about any of the above conduct is also prohibited. You are encouraged to be proactive in maintaining a safe working environment by reporting violent or harassing behavior. If you observe or experience these types of behavior, report them immediately to a supervisor, our Security Department, or in an extreme emergency, call 911. No adverse action will be taken against anyone who makes a good faith report of possible violence in the workplace. All reports will be taken seriously. 

We will take appropriate corrective action, including termination, against any Team Member who exhibits violence in the workplace. We may also choose to bring formal charges against anyone who endangers our Team Members. If you have questions about our Violence in the Workplace Policy, contact Management. 

7.12. PROHIBITED CONDUCT 

In order to assure orderly operations and provide the best possible work environment, the Company expects Team Members to follow rules of conduct that will protect the interests and safety of personnel. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following are examples of infractions of rules of conduct that may result in disciplinary action, including suspension, demotion, or termination of employment: 
  1. Falsification of employment records, employment information, or other records. 
  2. Recording the work time of another Team Member, allowing any other Team Member to record your work time, or allowing falsification of any timesheet, whether your own or another Team Member's. 
  3. Theft or damage of any Company property or the property of any Team Member or Customer.
  4. Removing or borrowing Company property without prior authorization. 
  5. Unauthorized use of Company equipment, time, materials, or facilities. 
  6. Working with alcohol or illegal substances in your system. 
  7. Possessing, distributing, selling, transferring, using, or having illegal drugs in your system while in the workplace. 
  8. Provoking or participating in a fight or fighting during working hours or on premises owned or occupied by the Company. 
  9. Provoking or participating in harmful horseplay or practical jokes on Company's time or on or near any premises owned or occupied by the Company or the host facility. 
  10. Possession of firearms or any other dangerous weapons, at any time, on premises owned or occupied by the Company in accordance with state and federal law. 
  11. Engaging in illegal conduct which is detrimental to the reputation of the Company, whether or not related to job performance. 
  12. Causing, creating, or participating in a disruption of any kind during working hours or on premises owned or occupied by the Company. 
  13. Insubordination, including but not limited to failure or refusal to obey the orders or instructions of any supervisor or member of management, the use of abusive or threatening language toward any supervisor or member of management, or refusal to fully disclose information in the course of the Company’s investigations. 
  14. Being disrespectful or using profane or abusive language at any time during working hours or while on premises owned or occupied by the Company or the host facility, whether in the presence or Team Members or Customers or while alone. 
  15. Failing to personally notify the appropriate supervisor when unable to report to work. 
  16. Unreported absence of three consecutive scheduled workdays and/or failing to respond to inquiries regarding unreported absences within three calendar days. 
  17. Failing to obtain permission from your immediate supervisor to leave work for any reason during normal working hours.
  18. Not following standard workplace rules, guidelines and procedures.  
  19. Failing to observe working schedules, including lunch periods. 
  20. Sleeping or malingering on the job. 
  21. Making or accepting personal telephone calls during working hours for improper purposes.
  22. Working overtime without authorization or refusing to work assigned overtime. 
  23. Violating any safety, health, or security policy, rule, or procedure of the Company. 
  24. Committing a fraudulent act, dishonest act, breach of trust, or violating the duty of loyalty to the Company in any circumstances.
  25. Failing to maintain confidential or proprietary information or trade secrets of the Company or its Customers or vendors or engaging in direct competition with the Company. 
Although employment may be terminated at will by either the Team Member or the Company at any time, without following any formal system of discipline or warning, the Company may exercise its discretion to utilize forms of discipline that are less severe than termination. Examples of less severe forms of discipline include verbal warnings, written warnings, demotions, and suspensions. While one or more of these forms of discipline may be taken in connection with a particular Team Member, no formal order or procedures are necessary. 

This statement of prohibited conduct does not alter or limit the Company's policy of employment at will. Either you or the Company may terminate the employment relationship at any time for any reason, with or without cause. 

7.13. BUSINESS TRAVEL 

Business travel is a large expense to the Company. We have implanted several guidelines to help us control costs associated with airline tickets, car rentals, overnight accommodations, etc. If you are required to travel as part of your job, we encourage you to review the details of our travel policy before you begin to plan your trip. 

You must arrange your travel itinerary with Management. Also, your supervisor’s prior approval of any expenditure is required. As travel arrangements are often time sensitive, we suggest you notify your supervisor as soon as you are aware of the need to travel. 

Core travel hours for nonexempt retail Team Members are between 10:00 a.m. and 9:00 p.m. seven days a week. If a Team Member should travel during these core travel hours they will be paid, unless state or local law supersedes. 

Example: A nonexempt Team Member who travels from Las Vegas to Los Angeles leaving at 4:00 p.m. and arriving at 6:00 p.m. will be paid for the time traveled. A nonexempt Team Member who travels from Portland to Los Angeles leaving at 5:00 p.m. and arriving at 10:00 p.m. will be paid for 4 hours (not paid after 9:00 p.m.). 

7.14. HOUSEKEEPING 

All Team Members are expected to maintain their work areas in an orderly fashion. Company operated stores, pop-ups, and other work locations should reflect the Company’s business interests and, as such, should be kept free of personal items, food, or litter. Counter space and equipment should be kept clear at all times. Displays should be utilized as directed and printed materials should be organized in a visually-pleasing manner designed to increase productivity. Also, please pick up after yourself when you use the showroom floor, stock room, office areas, lobby area, break room, or conference rooms. Common areas will be presentable to both Team Members and Customers. 

At some Company locations, the Team Member lounge is available for Team Members to use for authorized breaks and lunch periods. Team Members are expected to clean up after themselves so that common areas will be presentable to both Team Members. If you are called away from your workstation or choose to take a break for lunch, log in and then log out again when you are able to take your lunch break. ff

7.15. PARKING 

Team Members are expected to observe the parking rules established by the store’s location. In addition, the parking lot is considered part of the Company premises; therefore, all Company policies and rules apply to Team Members and their vehicles while on the lot. 

Team Members who use the Company parking lot do so at their own risk. Team Members are encouraged to lock their cars at all times when left in the parking facilities. The Company assumes no responsibility for any damage to, or theft of, any vehicle or personal property left in the vehicle while in the parking lot.

Parking in the Company parking lot is restricted to Team Members who are actively on-shift. Team Members who are not on-shift should not use the Company parking lot. 

7.16. TELEPHONE USAGE 

Because of each store’s large volume of business calls, the store telephone is to be used for business purposes only. Only in case of emergency, or with the manager’s approval, will Team Members be allowed to use a business telephone for personal calls. 

8. In Summary

Your position with the Company involves a level of commitment, maturity, and responsibility which makes a comprehensive listing of generally accepted and understood workplace rules or standards of conduct unnecessary. We expect that you will act in a professional and businesslike manner at all times. Anytime you are working scheduled hours, as well as anytime you are within proximity of a Company location, we expect your conduct to reflect this businesslike and professional manner. 

We can sum up these policies by saying that, as a Team Member of the Company, you can always expect to be treated with fairness and consideration. For your part, we expect you to treat your fellow Team Members and management with the same fairness and consideration. We have developed policies that are reasonable and at the same time consistent with the efficient operation of our business. Your cooperation will help us in continuing to make the Company a desirable place to work. 

If you have any questions concerning anything in this Handbook or if you are not sure why a policy exists or what exactly is meant by any statement of policy, please feel free to discuss the matter with your direct supervisor or contact Management. 


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