Eagle Foods Employee Benefits​: Equal Opportunity and Commitment to Diversity

Eagle Foods Employee Benefits​ Equal Opportunity

The Company provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

Every employee makes a difference and the Company embraces the unique aspects of each employee and the diverse backgrounds and viewpoints which bring strength to our organization. We value our employees and believe we must all welcome and take ownership of the Company’s commitment to diversity in the workplace.

The Company expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.

 

Americans with Disabilities Act (ADA) and Reasonable Accommodation

To ensure equal employment opportunities to qualified individuals with a disability, The Company will make reasonable accommodations for the known disability of an otherwise qualified individual, unless undue hardship on the operation of the business would result.

Employees who may require a reasonable accommodation should contact their Human Resources representative.

Commitment to Diversity

The Company is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives. This commitment is embodied in company policy and the way we do business at the Company is an important principle of sound business management.

Harassment and Complaint Procedure

Sexual and other unlawful harassment is a violation of Title VII of the Civil Rights Act of 1964, as amended, as well as many state laws. Harassment based on a characteristic protected by law, such as race, color, ancestry, national origin, gender, sex, sexual orientation, gender identity, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law, is prohibited. eagle foods employee benefits​.

It is the Company’s policy to provide a work environment free of sexual and other harassment. To that end, harassment of the Company’s employees by management, supervisors, coworkers, or non- employees who are in the workplace is absolutely prohibited. Further, any retaliation against an individual who has complained about sexual or other harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated. The Company will take all steps necessary to prevent and eliminate unlawful harassment.

Definition of Unlawful Harassment. “Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, hostile, or offensive work environment; has the purpose or effect of substantially and unreasonably interfering with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities because of the individual’s membership in a protected class.

Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability, veteran status, or other characteristic protected by state or federal law.

Definition of Sexual Harassment. “Sexual harassment” is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where:

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

Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:

• Unwanted sexual advances, whether they involve physical touching or not;
• Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life, comments about an individual’s body, comments about an individual’s sexual activity, deficiencies, or prowess;
• Displaying sexually suggestive objects, pictures, or cartoons;
• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments;
• Inquiries into one’s sexual experiences; and
• Discussion of one’s sexual

All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment and retaliation against individuals for cooperating with an investigation of sexual harassment complaint is unlawful and will not be tolerated at the Company.

Complaint Procedure. Any employee who believes he or she has been subject to or witnessed illegal discrimination, including sexual or other forms of unlawful harassment, is requested and encouraged to make a complaint. You may, but are not required to, complain first to the person you feel is discriminating against or harassing you. You may complain directly to your immediate supervisor or department manager, the VP of HR, or any other member of management with whom you feel comfortable bringing such a complaint. Similarly, if you observe acts of discrimination toward or harassment of another employee, you are requested and encouraged to report this to one of the individuals listed above.

No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above.

All complaints will be investigated promptly and, to the extent possible, with regard for confidentiality.

If the investigation confirms conduct contrary to this policy has occurred, the Company will take immediate, appropriate, corrective action, including discipline, up to and including immediate termination.

Due to its significance, the Company has also added a formal Anti-Harassment policy in addendum to what is found in this employee handbook. Please review the policy within the Company intranet site and contact your Human Resources representative if you have any questions.

 

Conflicts of Interest and Confidentiality

 

Conflicts of Interest

The Company expects all employees to conduct themselves and company business in a manner that reflects the highest standards of ethical conduct, and in accordance with all federal, state, and local laws and regulations. This includes avoiding real and potential conflicts of interests.

Exactly what constitutes a conflict of interest or an unethical business practice is both a moral and a legal question. The Company recognizes and respects the individual employee’s right to engage in activities outside of employment which are private in nature and do not in any way conflict with or reflect poorly on the Company.

It is not possible to define all the circumstances and relationships that might create a conflict of interest. If a situation arises where there is a potential conflict of interest, the employee should discuss this with their manager for advice and guidance on how to proceed. The list below suggests some of the types of activity that indicate improper behavior, unacceptable personal integrity, or unacceptable ethics:

1. Simultaneous employment by another firm that is a competitor of or supplier to the Company
2. Carrying on company business with a firm in which the employee, or a close relative of the employee, has a substantial ownership or interest.
3. Holding a substantial interest in, or participating in the management of, a firm to which the Company makes sales or from which it makes purchases.
4. Borrowing money from customers or firms, other than recognized loan institutions, from which our company buys services, materials, equipment, or supplies.
5. Accepting substantial gifts or excessive entertainment from an outside organization or
6. Speculating or dealing in materials, equipment, supplies, services, or property purchased by the
7. Participating in civic or professional organization activities in a manner that divulges confidential company information.
8. Misusing privileged information or revealing confidential data to
9. Using one’s position in the Company or knowledge of its affairs for personal
10. Engaging in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, campaign contribution laws, or other laws regulating the conduct of company business.

Confidential Information

The products, services, ideas, concepts, and other information we produce daily are important proprietary assets of the Company. During your employment with the Company, you may receive and have access to the Company’s confidential, proprietary and trade secret information, as well as to third party confidential, proprietary and trade secret information provided to the Company. Confidential, proprietary and trade secret information includes information that has economic value from which the Company derives a competitive advantage or information that the Company is required by law to keep confidential or information that could harm the Company or its business partners or customers in the event of unauthorized use or disclosure.

As a condition of employment and continued employment with the Company, all employees have a duty and are expected to conduct themselves in a manner which protects and preserves the secrecy and security of the Company’s confidential, proprietary and trade secret information as set forth herein and in the Company’s Code of Ethics and Business Conduct. The following examples illustrate some but not all the categories of confidential, proprietary and/or trade secret information (“Confidential Information”) that must be protected and preserved by employees and former employees:

• Information which is stamped or marked with the words “Confidential” or “Proprietary;”
• Information that is subject to legal restrictions; Marketing and prospecting plans and strategies, sales and marketing data and methods, manufacturing techniques, product formulae, pricing information, and information pertaining to business development opportunities and new products and services;
• The details or provisions of any private written or oral contract or understandings between the Company and a third party, client or vendor and the negotiations leading to those contracts or understandings; client, customer, supplier and vendor lists;
• The details of any computer programs and software, scientific, technical or statistical data, techniques, methods or procedures not generally known to the public;
• Procedural, training or instructional manuals which have been developed by the Company and which are not generally known to the public;
• Long-range plans, budgets, acquisition strategies, methods of operations, pricing, bid information and financial performance belonging to the Company; Designs, ideas, inventions or improvements related to present or contemplated machines, products, methods of manufacture, or any other matters of a proprietary nature;
• Laboratory notebooks, formulation cards, product or process specifications, transformation flow charts, plant schematics, blueprints, diagrams, drawings, and other documents containing technical specifications or details which are not generally known to the public;
• Other confidential information that provides the Company with a substantial competitive advantage in conducting its business that has not, by legitimate means, become generally known to the public and in the public domain;
• Private employee information, including but not limited to employee social security numbers, medical and health information, financial information (other than an employee’s wages or compensation), and information about an employee’s family members; and
• Memos, reports, and other written communication received from a Company attorney that are stamped or marked with the words “Attorney Work Product” or “Attorney-Client Privilege.”

Keeping Confidential Information secure from unauthorized use or disclosure is an important part of the Company’s success. The Company protects its Confidential Information, in part, by restricting employee and third party access to certain designated areas and/or documents and by limiting access to such areas and documents to only authorized individuals who have legitimate business reasons for viewing them.

Employees must do their part to protect and preserve Confidential Information from any unauthorized use or disclosure by adhering to the following:

• Do not have meetings or conversations where you discuss or share Confidential Information in public places where others may see or overhear the content of your conversation;
• Never provide Confidential Information to any third parties (non-employees) without first getting written approval from the Corporate Human Resources Department;
• When discussing projects or issues with former employees, be mindful to avoid disclosing Confidential If you ever feel that a former employee is trying to extract sensitive information, call the Corporate Human Resources Department immediately for assistance;
• Guard your laptop and other electronic devices from public view and lock it when you are away, especially when traveling; and
• Do not copy or forward emails containing Confidential Information (whether in the text of the email or in an attachment) to a non-Company email address (including your own) without the permission of the Corporate Human Resources Department and never use personal email accounts to send any type of Confidential Information.

An employee who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action up to and including termination of employment and legal action, even if he or she does not actually benefit from the disclosed information. All inquiries from the media must be referred to the Vice President of Marketing.

This provision is not intended to, and should not be interpreted to, prohibit employees from discussing wages and other terms and conditions of employment if they so choose.

Employment Relationship

The first ninety (90) days of employment with the Company is an introductory period. During this time, you will learn about your specific job responsibilities, and the core values of the Company, which will enable you to determine if the Company is right for you. The introductory period also provides the Company with the opportunity to get to know you and observe your work habits and performance to determine if you are meeting Company expectations.

At all times during the introductory period and thereafter, the Company and you retain the right to terminate the employment relationship at any time with or without notice for any reason unless otherwise provided by law.

Employment Classification

To determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, The Company classifies its employees as shown below. The Company may review or change employee classifications at any time.

• Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay.
• Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.
• Regular, Full-Time. Employees who are not in a temporary status and work a minimum of 30 hours weekly and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each benefits program.
• Regular, Part-Time. Employees who are not in a temporary status and who are regularly scheduled to work fewer than 30 hours weekly, but at least 20 hours weekly, and who maintain continuous employment Part-time employees are eligible for some of the benefits offered by the Company and are subject to the terms, conditions, and limitations of each benefits program.
• Temporary, Full-Time. Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the Company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
• Temporary, Part-Time. Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work fewer than 30 hours weekly for a limited Employment beyond any initially stated period does not in any way imply a change in employment status.

Work Week and Hours of Work

The standard workweek is from Monday 8:00 a.m. until Friday 5:00 p.m. Individual work schedules may vary depending on the needs of each department. Employees are encouraged to take a 60-minute unpaid meal break each day. If a nonexempt employee is required to work through a meal break, he or she will be paid for the 60-minute period. Times may vary by plant.

Open Door Policy

The Company promotes an atmosphere whereby employees can talk freely with members of management staff. Employees are encouraged to openly discuss with their managers any problems so that issues can be addressed and actions can be taken, if appropriate. If a manager cannot be of assistance, you are encouraged to contact your Human Resources representative for consultation and guidance. Eagle foods employee benefits​

Lactation Breaks

As part of our family-friendly policies and benefits, the Company supports breastfeeding mothers by accommodating the mother who wishes to express milk during her workday when separated from her child, consistent with applicable federal, state and local law. Mothers who are breastfeeding will be provided a reasonable amount of time to express milk for their children. If the employee needs additional time to do so beyond any paid rest breaks during the day, additional time will be provided. However, this additional time may be unpaid where permitted by law. The employee should discuss the timing of her lactation breaks with her manager or supervisor. Employees needing this accommodation should also notify the Human Resources department.

Time Records

All nonexempt employees are required to complete accurate weekly time reports showing all time worked. These records are required by governmental regulations and are used to calculate regular and overtime pay. At the end of each week, the employee and his or her supervisor must approve the time sheet attesting to its correctness before submitting it to the Human Resources department.

Overtime

When required due to the needs of the business, you may be asked to work overtime. Overtime is actual hours worked more than 40 in a workweek. Nonexempt employees will be paid time and one half their regular rate of pay for all hours worked in a workweek. Paid leave, such as holiday, PTO, bereavement time, and jury duty does not apply toward work time. All overtime work must be approved in advance by a supervisor or manager. Eagle foods employee benefits​

Employment of Relatives and Domestic Partners

Relatives and domestic partners may be hired by the Company if (1) the persons concerned will not work in a direct supervisory relationship, and (2) the employment will not pose difficulties for supervision, security, safety, or morale. For the purposes of this policy, “relatives” are defined as spouses, children, siblings, parents, or grandparents. A “domestic partnership” is generally defined as a committed relationship between two individuals who are sharing a home or living arrangements.

Current employees who marry each other or become involved in a domestic partnership will be permitted to continue employment with the Company provided they don’t work in a direct supervisory relationship with each other or otherwise pose difficulties as mentioned above. If employees who marry or live together do work in a direct supervisory relationship with each other, the Company will attempt to reassign one of the employees to another position for which he or she is qualified if such a position is available. If no such position is available, one of the employees may be required to leave the Company.

Access to Personnel Files

Employee files are maintained by the Human Resources department and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis. Personnel file access by current employees and former employees upon request will generally be permitted within 3 days of the request unless otherwise required under state law. Personnel files are to be reviewed in the Human Resources department. Employee files may not be taken outside the department. Representatives of government or law enforcement agencies, during their duties, may be allowed access to file information. Eagle foods employee benefits​

Separation from Employment

In all cases of voluntary resignation (one initiated by the employee), employees are asked to provide a written notice to their supervisors at least 10 working days in advance of the last day of work. The 10 days must be actual working days. Holidays and paid time off (PTO) will not be counted toward the 10- day notice. Employees who provide the requested amount of notice will be considered to have resigned in good standing and generally will be eligible for rehire.

In most cases, Human Resources will conduct an exit meeting on or before the last day of employment to collect all company property, and to discuss final pay. If applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address. Eagle foods employee benefits​

Should it become necessary because of business conditions to reduce the number of employees or work hours, this will be done at the discretion of the Company.

 

Workplace Safety

The safety and welfare of all employees is of paramount importance to the Company. Safety is managed through the application of defined systems, procedures and audits. All injuries, near misses, illnesses or property damage and all unsafe conditions must be reported immediately to the employee’s immediate manager, team leader, Employee Health and Safety Leader (EH&S), Plant Manager or the Human Resources Department. When seeking treatment for a work-related incident, an employee must contact his/her manager even if the employee is offsite or at home at the time the treatment is sought.

Drug-Free Workplace

It is the policy of the Company to maintain a drug- and alcohol-free work environment that is safe and productive for employees and others having business with the Company.

The unlawful use, possession, purchase, sale, distribution, or being under the influence of any illegal drug and/or the misuse of legal drugs while on company or client premises or while performing services for the Company is strictly prohibited. The Company also prohibits reporting to work or performing services while impaired using alcohol or consuming alcohol while on duty or during work hours.

To ensure compliance with this policy, substance abuse screening may be conducted in the following situation:

• Pre-employment: As required by the Company for all prospective employees who receive a conditional offer of employment
• For Cause: Upon reasonable suspicion that the employee is under the influence of alcohol or drugs that could affect or has adversely affected the employee’s job performance
• Random: As authorized or required by federal or state

Compliance with this policy is a condition of employment. Employees who test positive or who refuse to submit to substance abuse screening will be subject to termination. Notwithstanding any provision herein, this policy will be enforced at all times in accordance with applicable state and local law.

If an employee is using medication prescribed by a licensed physician, he/she is responsible for obtaining assurances from that physician that the medication will not impair the employee’s judgment or ability to safely perform his or her job duties. If an employee must take prescribed medication that may impact his or her ability to perform his or her job duties safely, the employee must report that fact to the Human Resources Department.

Any employee violating this policy is subject to discipline, up to and including termination, for the first offense. At its discretion or as otherwise required by law, the Company may require employees who violate this policy to successfully complete an alcohol or drug abuse assistance or rehabilitation program as a condition of continued employment.

Smoke-Free Workplace

Smoking is not allowed in company buildings or work areas at any time. “Smoking” includes the use of any tobacco products, electronic smoking devices, and e-cigarettes containing nicotine cartridges.

Smoking is only permitted during break times in designated outdoor areas. Employees using these areas are expected to dispose of any smoking debris safely and properly.

Workplace Violence Prevention

The Company is committed to providing a safe, violence-free workplace for our employees. Due to this commitment, we discourage employees from engaging in any physical confrontation with a violent or potentially violent individual or from behaving in a threatening or violent manner. Threats, threatening language, or any other acts of aggression or violence made toward or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse, attempts to intimidate others, menacing gestures, stalking, or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation. This policy covers any violent or potentially violent behavior that occurs in the workplace or at company-sponsored functions.

All employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their supervisor, manager, or the Human Resources Department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline.

Any individual engaging in violence against the Company, its employees, or its property will be prosecuted to the full extent of the law. All acts will be investigated, and the appropriate action will be taken. Any such act or threatening behavior may result in disciplinary action up to and including termination.

The Company prohibits the possession of weapons on its property at all times, including our parking lots or company vehicles. Additionally, while on duty, employees may not carry a weapon of any type.

Weapons include, but are not limited to, handguns, rifles, automatic weapons, and knives that can be used as weapons (excluding pocketknives, utility knives, and other instruments that are used to open packages, cut string, and for other miscellaneous tasks), martial arts paraphernalia, stun guns, and tear gas. Any employee violating this policy is subject to discipline up to and including dismissal for the first offense.

The Company reserves the right to inspect all belongings of employees on its premises, including briefcases, purses and handbags, gym bags, and personal vehicles on company property.

Commitment to Safety

Protecting the safety of our employees and visitors is the most important aspect of running our business. All employees have the opportunity and responsibility to contribute to a safe work environment by using

commonsense rules and safe practices and by notifying management when any health or safety issues are present. All employees are encouraged to partner with management to ensure maximum safety for all.

In the event of an emergency, notify the appropriate emergency personnel by dialing 911 to activate the medical emergency services.

Right to Search / No Privacy Expectations

To protect employees and the Company from theft, and to enforce Company policy, the Company reserves the right to search employees and their personal property when there is reason to believe that such search may indicate that the law or Company policy is being violated.

The Company also may conduct unannounced random searches of Company facilities and property (e.g., Company vehicles, desks, file cabinets, lockers, etc.). Searches of Company facilities and property, including Company property in the possession of the employee, can be conducted at any time and do not have to be based upon reason to believe that the law or Company policy is being violated.

Employees are expected to cooperate in the conducting of all such searches. Failure to cooperate in such searches may lead to discipline up to and including termination of employment.

Emergency Closings

The Company will always make every attempt to be open for business. In situations in which some employees are concerned about their safety, management may advise supervisors to notify their departments that the office is not officially closed, but anyone may choose to leave the office if he or she feels uncomfortable.

If the office is officially closed during the day to permit employees to leave early, nonexempt employees who are working on-site as of the time of the closing will be paid for a full day. If you leave earlier than the official closing time, you will be paid only for actual hours worked, or you can take PTO time.

Exempt employees will be paid for a normal full day but are expected to complete their work at another time.

Quality

Quality applies to our products, our manufacturing methods, our marketing efforts, our people, and our relationships with each other. The Company will be known to offer the highest quality products offered in our respective markets. We continuously look for daily improvements that will, over time, result in consistently superior products and performance. Our growth and business success have been built on a foundation of quality, earning the trust of our constituents in our products and our people.

 

Also you may read other articles read more…