Employee Handbook

EMPLOYEE HANDBOOK


Welcome to First Corp International Inc.

Dear Employee:

You and First Corp International Inc. have made an important decision: The Company has decided you can contribute to our success, and you’ve decided that First Corp International Inc. is the organization where you can pursue your career productively and enjoyably.

We believe we’ve each made the right decision, one that will result in a profitable relationship. The minute you start working here, you become an integral part of First Corp International Inc. and its future. Every job in our company is important, and you will play a key role in the continued growth of our company.

As you will quickly discover, our success is based on delivering high-quality products and providing unsurpassed customer service. How do we do it? By working very hard, thinking about our customers’ needs, and doing whatever it takes. We do it by treating each other and customers with respect. We do it by acting as a team.

Should you have any questions concerning this handbook, your employment, or benefits, please feel free to discuss them with your supervisor or manager.

Again, welcome!

Confidentiality Agreement

Information that pertains to First Corp International Inc.’s business, including all nonpublic information concerning the Company, its vendors, and suppliers, is strictly confidential and must not be given to people who are not employed by First Corp International Inc.

Please help protect confidential information, which may include, for example, trade secrets, customer lists, and company financial information, by taking the following precautionary measures:

  1. Discuss work matters only with other First Corp International Inc. employees who have a specific business reason to know or have access to such information.
  2. Do not discuss work matters in public places.
  3. Monitor and supervise visitors to First Corp International Inc. to ensure they do not have access to company information.
  4. Destroy hard copies of documents containing confidential information that is not filed or archived.
  5. Secure confidential information in desk drawers and cabinets at the end of every business day.

Your cooperation is particularly important because of our obligation to protect the security of our clients’ and our own confidential information. Use your own sound judgment and good common sense, but if at any time you are uncertain as to whether you can properly divulge information or answer questions, please consult a First Corp International Inc. officer.

Conflict of Interest

Employees must avoid any interest, influence, or relationship which might conflict or appear to conflict with the best interests of First Corp International Inc. You must avoid any situation in which your loyalty may be divided and promptly disclose any situation where an actual or potential conflict may exist.

Examples of potential conflict situations include:

1.Having a financial interest in any business transaction with First Corp International Inc.

2.Owning or having a significant financial interest in, or other relationship with, a First Corp International Inc. competitor, customer, or supplier.

3.Accepting gifts, entertainment, or other benefits of more than a nominal value from a First Corp International Inc. competitor, customer, or supplier.

Anyone with a conflict of interest must disclose it to management and remove themselves from negotiations, deliberations, or votes involving the conflict. You may, however, state your position and answer questions when your knowledge may be of assistance to First Corp International Inc.

Anti-Discrimination & Harassment

Americans with Disabilities Act

It is First Corp International Inc.’s policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. First Corp International Inc. is committed to complying with the American with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973. First Corp International Inc. recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you should contact your manager to discuss reasonable accommodations that may enable you to perform the essential functions of your job.

Equal Opportunity Policy

First Corp International Inc. provides equal opportunity in all of our employment practices to all qualified employees and applicants without regard to race, color, religion, gender, national origin, age, disability, marital status, military status, or any other category protected by federal, state, and local laws. This policy applies to all aspects of the employment relationship, including recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from layoff, training, and social and recreational programs. All such employment decisions will be made without unlawfully discriminating on any prohibited basis.

Policy Prohibiting Harassment and Discrimination

First Corp International Inc. strives to maintain an environment free from discrimination and harassment, where employees treat each other with respect, dignity, and courtesy. This policy applies to all phases of employment, including but not limited to recruiting, testing, hiring, promoting, demoting, transferring, laying off, terminating, paying, granting benefits, and training.

Harassment by Nonemployees

First Corp International Inc. will also endeavor to protect employees, to the extent possible, from reported harassment by nonemployees in the workplace, including customers, clients, and suppliers.

Complaint Procedure and Investigation

Any employee who wishes to report a possible incident of sexual harassment or other unlawful harassment or discrimination should promptly report the matter to Sonny Beauchamp. If that person is not available, or you believe it would be inappropriate to contact that person, contact your Supervisor.

First Corp International Inc. will conduct a prompt investigation as confidentially as possible under the circumstances. Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the same time, employees have an obligation to cooperate with First Corp International Inc. in enforcing this policy and investigating and remedying complaints.

Any employee who becomes aware of possible sexual harassment or other illegal discrimination against others should promptly advise Sonny Beauchamp or any other appropriate member of management. Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination.

Retaliation

Any employee who files a complaint of sexual harassment or other discrimination in good faith will not be adversely affected in terms and conditions of employment and will not be retaliated against or discharged because of the complaint. In addition, we will not tolerate retaliation against any employee who, in good faith, cooperates in the investigation of a complaint. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.

Training

First Corp International Inc. will establish proper training for all employees concerning their rights to be free from sexual harassment and other discrimination and steps they can take to stop it.

Employment at Will

Unless expressly proscribed by statute or contract, your employment is “at will.” All First Corp International Inc. employees are at will, which means they may be terminated at any time and for any reason, with or without advance notice. Employees are also free to quit at any time. Any employment relationship other than at will must be set out in writing and signed by First Corp International Inc.’s Sonny Beauchamp.

Compensation & Work Schedule

Attendance & Punctuality

Every employee is expected to attend work regularly and report to work on time. If you are unable to report to work on time for any reason, telephone your supervisor as far in advance as possible. If you do not call in an absence in advance, it will be considered unexcused. Unsatisfactory attendance, including reporting late or quitting early, may be cause for disciplinary action, up to and including discharge.

Breaks

Employees are entitled to a 15-minute break for rest twice each day. Employees are also entitled to a 60-minute unpaid break for meals during each work period. Breaks may be scheduled at staggered times to allow department coverage.

General Pay Information

Certain deductions will be made in accordance with federal and state laws. In addition, the Company makes available certain voluntary deductions as part of the Company’s benefits program. If an employee elects supplemental coverage under one of the Company’s benefits plans, which requires employee contributions, the employee’s share of the cost will be deducted from his or her check each pay period. If the employee is not receiving a payroll check due to illness, injury, or leave of absence, he or she will be required to pay the monthly cost directly to the Company.

Overtime

General

Because of the nature of work, employees may be asked to work overtime on weekends or holidays or additional hours during the regular workday and are expected to comply with such requests. Overtime compensation is paid to all nonexempt employees at one and one-half times their straight time rate for all hours worked in excess of 40 hours per week. If you are nonexempt, you must receive authorization from your manager before working overtime. After you have worked overtime, you must enter it on a timesheet by the day after it is accrued.

Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as time worked for purposes of computing overtime. Time off on holidays, sick leave, vacation leave, personal leave, training seminars, or any leave of absence will not be factored in as hours worked when calculating overtime.

Pay Schedule

Employees will be paid on the 1st and 15th. If the regular payday falls on a holiday, payday will be the last regular workday before the holiday. If a paycheck is lost or stolen, notify your supervisor immediately.

Performance Evaluations

Supervisors and employees are strongly encouraged to discuss job performance and goals informally any time. Additional formal performance reviews will be conducted to provide both supervisors and employees with the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. These formal reviews will be conducted yearly.

Time Records

All non-exempt employees must keep accurate time records by completing timesheets or punching a time clock when entering or leaving the building, including coming and going during lunch periods. Tampering with, falsifying, or altering time cards or punching another employee’s time card will result in disciplinary action, up to and including discharge. Failing to record work time may also result in disciplinary action.

Work Hours

First Corp International Inc. follows a work schedule of 40 hours per week. The normal workweek is Monday through Friday from 8:00 am to 5:00 pm and for production staff from 5:00 am to 2:00 pm. Your supervisor or manager may establish alternative hours.

Conduct Standards

Company Equipment and Vehicles

When using First Corp International Inc. property, including computer equipment or hardware, exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Notify your supervisor if any equipment or machines appear to be damaged, defective, or in need of repair. This prompt reporting could prevent the equipment’s deterioration and could also help prevent injury to you or others. Should you have questions about the maintenance and care of any workplace equipment, ask your supervisor.

If you use or operate equipment improperly, carelessly, negligently, or unsafely, you may be disciplined or even discharged. In addition, you may be held financially responsible for any loss to First Corp International Inc. because of such mistreatment.

Company Property

Please keep your work area neat and clean and use normal care in handling company property. Report any broken or damaged equipment to your manager at once so that proper repairs can be made. You may not use any company property for personal purposes or remove any company property from the premises without prior written permission from Sonny Beauchamp.

Conduct Standards & Discipline

First Corp International Inc. expects every employee to adhere to the highest standards of job performance and personal conduct, including individual involvement with company personnel and outside business contacts. The Company reserves the right to discipline or discharge any employee for violating any company policy, practice, or rule of conduct. The following list is intended to give you notice of our expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in disciplinary action. Be aware that First Corp International Inc. retains the discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case.

Employees may be disciplined or terminated for poor job performance, including, but not limited to the following:

  1. Unsatisfactory quality or quantity of work.
  2. Repeated unexcused absences or lateness.
  3. Failing to follow instructions or Company procedures.
  4. Failing to follow established safety regulations.

Employees may also be disciplined or terminated for misconduct, including, but not limited to the following:

  1. Falsifying an employment application or any other company records or documents.
  2. 2ailing to record working time accurately or recording a co-worker’s timesheet.
  3. Insubordination or other refusal to perform.
  4. Using vulgar, profane, or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination.
  5. Disorderly conduct, fighting, or other acts of violence.
  6. Misusing, destroying, or stealing company property or another person’s property.
  7. Possessing, entering with, or using weapons on company property.
  8. Possessing, selling, using, or reporting to work with alcohol, controlled substances, or illegal drugs present in the employee’s system, on company property, or on company time.
  9. Violating conflict of interest rules.

10.Disclosing or using confidential or proprietary information without authorization.

11.Violating the Company’s computer or software use policies.

12.Being convicted of a crime that indicates unfitness for a job or presents a threat to the Company or its employees in any way.

13.Being drunk or under the influence of illegal drugs.

Dating in the Workplace

Supervisors and employees under their supervision are strongly discouraged from forming romantic or sexual relationships. Such relationships can create the impression of impropriety in terms and conditions of employment and can interfere with productivity and the overall work environment.

If you are unsure of the appropriateness of an interaction with another employee of the Company, contact Sonny Beauchamp for guidance. If you are encouraged or pressured to become involved with a customer or employee in a way that makes you feel uncomfortable and is unwelcome, you should also notify Sonny Beauchamp immediately. No customer or employee of this company has the right to subject any employee to sexual or other unlawful harassment, including requests for sexual favors, sexual advances, offensive touching, and any other unwanted verbal, graphic, conduct, or communications of a sexual nature.

You should also be aware of, and are expected to comply with, First Corp International Inc.’s policy against sexual and other forms of illegal harassment in the workplace. Appropriate action, which may include a transfer or reassignment, leave of absence, suspension, or termination, will be taken against those who violate this policy.

Dress Policy

Appropriate office attire is required. Suppliers and customers visit our office and we wish to put forth an image that will make us all proud to be First Corp International Inc. employees. Be guided by common sense and good taste. Specific standards may be required.

Drug and Alcohol Policy

First Corp International Inc. strives to maintain a workplace free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the ability of employees to perform their duties, as well as adversely affect our customers’ confidence in our company.

Alcohol

Employees are prohibited from using or being under the influence of alcohol while performing company business for First Corp International Inc., while operating a motor vehicle in the course of business or for any job-related purpose, or while on company premises or a worksite.

Illegal Drugs

First Corp International Inc. employees are prohibited from using or being under the influence of illegal drugs while performing company business or while on a company facility or worksite. You may not use, manufacture, distribute, purchase, transfer, or possess an illegal drug while in First Corp International Inc. facilities, while operating a motor vehicle for any job-related purpose, while on the job, or while performing company business. This policy does not prohibit the proper use of medication under the direction of a physician; however, misuse of such medications is prohibited.

Disciplinary Action

Employees who violate this policy may be disciplined or terminated, even for a first offense. Violations include refusal to consent to and comply with testing and search procedures as described.

Searches

First Corp International Inc. may conduct searches for illegal drugs or alcohol on company facilities or worksites without prior notice to employees. Such searches may be conducted at any time. Employees are expected to cooperate fully. Searches of employees and their personal property may be conducted when there is reasonable suspicion to believe that the employee has violated this policy or when circumstances or workplace conditions justify such a search. Personal property may include, but is not limited to, purses, boxes, briefcases, as well as any First Corp International Inc. property that is provided for employees’ personal use, such as desks, lockers, and files. An employee’s consent to a search is required as a condition of employment and the employee’s refusal to consent may result in disciplinary action, including termination.

Drug Testing

First Corp International Inc. may require a blood test, urinalysis, hair test, or other drug or alcohol screening of employees suspected of using or being under the influence of drugs or alcohol or where other circumstances or workplace conditions justify such testing. The refusal to consent to testing may result in disciplinary action, including termination.

Ethical and Legal Business Practices

First Corp International Inc. expects the highest standard of ethical conduct and fair dealing from each employee, officer, director, volunteer, and all others associated with the Company. Our reputation is a valuable asset, and we must continually earn the trust, confidence, and respect of our suppliers, our members, our customers, and our community.

This policy provides general guidance on the ethical principles that we all must follow, but no guideline can anticipate all situations. You should also be guided by basic honesty and good judgment, and be sensitive to others’ perceptions and interpretations. If you have any questions about this policy, consult your supervisor or manager. Exceptions to this policy may be made only by Sonny Beauchamp. You are expected to promptly disclose to the management of the company anything that may violate this policy. We will not tolerate retaliation or retribution against anyone who brings violations to management’s attention.

Complying With Laws and Regulations

All our activities are to be conducted in compliance with the letter and spirit of all laws and regulations. You are charged with the responsibility of understanding the applicable laws, recognizing potential dangers, and knowing when to seek legal advice.

Giving and Receiving Gifts

You may not give or receive money or any gift to or from a supplier, government official, or other organization. Exceptions may be made for gifts that are customary and lawful, are of nominal value, and are authorized in advance. You may accept meals and refreshments if they are infrequent, are of nominal value, and are in connection with business discussions. If you do receive a gift or other benefit of more than nominal value, report it promptly to a member of management. It will be returned or donated to a suitable charity.

Employee Privacy and Other Confidential Information

First Corp International Inc. collects only personal information about employees that relates to their employment. Only people with a business-related need to know are given access to this information, and Sonny Beauchamp must authorize any release of the information to others. Personal information, other than that required to verify employment or to satisfy legitimate investigatory or legal requirements, will be released outside the company only with employee approval.

If you have access to any confidential information, including private employee information, you are responsible for acting with integrity. Unauthorized disclosure or inappropriate use of confidential information will not be tolerated.

Accounting and Financial Reports

First Corp International Inc.‘s financial statements and all books and records on which they are based must accurately reflect the Company’s transactions. All disbursements and receipts must be properly authorized and recorded. You must record and report financial information accurately. Reimbursable business expenses must be reasonable, accurately reported, and supported by receipts. Those responsible for handling or disbursing funds must assure that all transactions are executed as authorized and recorded to permit financial statements in accord with Generally Accepted Accounting Principles.

Account and Customer Information

Employees are prohibited from distributing account, client, and/or customer information to anyone, in any form, except the named account holder, client, or customer.

Compliance

Employees who fail to comply with this policy will be disciplined, which may include a demand for reimbursement of any losses or damages, termination of employment, and referral for criminal prosecution. Action appropriate to the circumstances will also be taken against supervisors or others who fail to report a violation or withhold relevant information concerning a violation of this policy.

Grievances

Employees are encouraged to bring concerns, problems, and grievances to management’s attention. You are also obligated to report any wrongdoing of which you become aware to your manager or, if the situation warrants, to any First Corp International Inc. officer.

Progressive Discipline

First Corp International Inc. retains the discretion to discipline its employees. Oral and written warnings and progressive discipline up to and including discharge may be administered as appropriate under the circumstances. Please note that First Corp International Inc. reserves the right to terminate any employee whose conduct merits immediate dismissal without resorting to any aspect of the progressive discipline process.

Smoking Policy

Smoking is prohibited inside First Corp International Inc. facilities. All employees, clients, and other visitors are expected to comply with this policy, and employees who violate it may be disciplined. Should you have a question, complaint, or dispute about smoking in the workplace, contact Sonny Beauchamp.

Workplace Solicitation

To promote a professional and collegial workplace, prevent disruptions in business or interference with work, and avoid personal inconvenience, First Corp International Inc. has adopted rules about soliciting for any cause and distributing literature of any kind in the workplace. Employees may not solicit on First Corp International Inc. property or use company facilities, such as e-mail, voicemail, or bulletin boards during working time for solicitation. This policy applies to collecting funds, requesting contributions, selling merchandise, gathering employee signatures, and promoting membership in clubs or organizations.

Working time means time during which employees are expected to be actively engaged in their assigned work; it does not include scheduled meal or break periods. You may solicit another employee only if both you and the other employee are not on working time, and you may distribute literature only in nonworking areas and while not on working time to other employees who are not on working time. Non-employees may not make solicitations or distribute literature at any time. First Corp International Inc. may grant limited exemptions from these rules for charitable purposes at its discretion.

Zero Tolerance for Workplace Violence

First Corp International Inc. has a zero-tolerance policy concerning threats, intimidation, and violence of any kind in the workplace either committed by or directed to our employees. Employees who engage in such conduct will be disciplined, up to and including immediate termination of employment. Employees are not permitted to bring weapons of any kind onto company premises or to company functions. Any employee who is suspected of possessing a weapon will be subject to a search at the company’s discretion. Such searches may include, but not be limited to, the employee’s personal effects, desk, and workspace.

If an employee feels he or she has been subjected to threats or threatening conduct by a coworker, vendor, or customer, the employee should notify his or her supervisor or another member of management immediately. Employees will not be penalized for reporting such concerns.

Leave

Jury Duty

First Corp International Inc. supports employees in fulfilling their civic responsibilities by serving jury duty when required. However, you must inform your supervisor as soon as possible after receiving a jury summons so that arrangements can be made to accommodate your absence. You will be expected to report for work during your jury service whenever the court schedule permits.

Time Off From Work In Connection With Court Cases

We recognize that an employee might be subpoenaed or otherwise required to serve as a witness in court cases or arbitrations. Employees called to testify will not be paid for the time they are away from work as a result of their participation in a court case or arbitration, but may use available vacation and personal days to cover their time away from work. Absence as a result of participation in a court case or arbitration will be treated the same as absence for any other reason and employees must comply with the company’s policy regarding attendance. If you are called to serve as a witness, notify your manager as soon as possible.

Time Off To Vote

Employees who are eligible to vote but do not have sufficient time outside of regular working hours to vote in a statewide election may request time off to do so. The time off will be without pay. Such time off will be granted at your supervisor’s discretion.

General Employment

Employee Classifications

Employees at First Corp International Inc. are either full-time or part-time. The Company may on occasion hire temporary or seasonal employees, who will not generally be eligible for benefits. Your supervisor will verify whether you are a full-time or part-time employee, and also whether you are exempt or non-exempt. Exempt employees are not entitled to overtime under the Fair Labor Standards Act, while non-exempt employees can qualify for this pay.

Employee Records

An employee’s personnel file consists of the employee’s employment application, withholding forms, reference checks, emergency information, and any performance appraisals, benefits data, or other appropriate employment-related documents. It is the employee’s responsibility to notify the Payroll Department or Human Resources of any changes in name, address, telephone number, marital status, number of dependents, military service status, beneficiaries, or person to notify in case of an accident. Misrepresentation of any fact which you have provided information for on your application, in your personnel file, or any other document is sufficient reason for dismissal. Personnel records are considered company property and are not available for review by employees.

Employment of Relatives

First Corp International Inc. may hire relatives of employees where there are no potential problems of supervision, safety, security, morale, or potential conflict of interest. Relatives include an employee’s parent, child, spouse, domestic partner, sibling, cousin, in-laws, and step-relationships. Employees who marry or become related will be permitted to continue to work as long as there are no substantial conflicts. Reasonable accommodations will be made when possible in the event a conflict arises.

Introductory (Probationary) Period

The first 90 days of employment are an Introductory Period for both the employee and the Company. However, during and after this period, the work relationship will remain at will. This time period allows you to determine if you have made the right career decision and for First Corp International Inc. to determine whether your initial work performance meets our needs. Your manager will monitor your work performance, attitude, and attendance during this time, and be available to answer any questions or concerns you may have about your new job. Benefits such as time off for vacation, personal days, sick days, or bereavement leave do not accrue during this period. The Introductory Period may be extended at management’s discretion.

Job Postings & Promotion

First Corp International Inc. will fill job vacancies whenever possible by promoting qualified employees from within the Company. To apply for a posted position, an employee must:

  1. Have completed any mandatory Introductory Period at a satisfactory performance level.
  2. Meet the minimum requirements for the position.
  3. Not have received written correction counseling within the past 90 days; employees who have received a verbal warning may also be prohibited from applying.

Employees interested in applying for a posted position should submit a memorandum with an updated resume to Sonny Beauchamp indicating interest in the position. Qualified employees must inform their managers that they have applied for the job. Candidates will be judged on individual performance, conduct, experience, and potential. Length of service, although considered, shall not be the sole determining factor in selecting candidates for promotion. First Corp International Inc. has the discretion to fill job vacancies from outside if we consider that circumstances call for outside recruitment.

Reference/Background Checks

First Corp International Inc. conducts reference and background checks on all new employees. Employees who have falsified information on their employment applications will be disciplined, which could include termination. Applicants who have provided false information may be eliminated from further consideration for employment.

Termination, Resignation, and Discharge

Unless expressly proscribed by statute or contract, employment with First Corp International Inc. is on an “at will” basis and may be terminated with or without cause or notice. Similarly, employees are free to resign their employment at any time. If at any time it is necessary for an employee to resign his or her employment with the Company, First Corp International Inc. requests at least two weeks’ notice. Failure to provide notice may lead to forfeiture of accrued vacation or other benefits at the discretion of First Corp International Inc. Any employee who is discharged by First Corp International Inc. shall be paid only wages accrued to the effective date of the separation.

Safety & Emergency

Fire Safety

Every employee is responsible for recognizing potential fire dangers and taking an active role in preventing fires. Employees are required to observe all OSHA safety requirements and regulations. Flammable materials are to be stored in covered metal containers. Employees should not block any fire doors, fire exits, fire extinguishers, windows, or doorways. Review the fire escape routes posted in each work area.

Safety

First Corp International Inc. is committed to maintaining a safe and healthy environment for all employees. Report all accidents, injuries, potential safety hazards, safety suggestions, and health and safety related issues immediately to your manager. If you or another employee is injured, contact your supervisor or manager immediately. Seek help from outside emergency response agencies if needed. Injured workers must complete an Employee Accident Report as soon as they are able. You must complete an Employee’s Claim for Worker’s Compensation Benefits Form if you have an injury that requires medical attention. If your injury does not require medical attention, you must still complete an Employee Incident Report in case medical treatment is later needed and to ensure that any existing safety hazards are corrected. You can obtain the required forms from your supervisor.

A federal law, the Occupational Safety and Health Act, requires that we keep records of all illnesses and accidents that occur on the job. OSHA also provides for your right to know about any health hazards which might be present on the job. In addition, the state Workers’ Compensation Act also requires that you report any illness or injury caused by the workplace, no matter how slight. If you do not report an injury, you may jeopardize your right to collect workers’ compensation payments as well as health benefits. You can get the required reporting paperwork from the Office. Contact information is posted.

Security

First Corp International Inc. is committed to ensuring employees’ security. Our premises are equipped with both security alarms and video surveillance systems that are active outside working hours and a fire alarm system. If you have a security concern or need more information about operating these systems, contact Sonny Beauchamp.

Emergency Measures (Inclement Weather)

We realize that bad weather or hazardous commuting conditions may occasionally make it impossible for employees to report to work on time. However, you are expected to make a diligent effort to report to work when conditions have improved. If you determine that you are unable to report to work because of the conditions, inform your supervisor as soon as possible. If it becomes necessary to shut down the office due to weather or other emergency, every effort will be made to notify employees. If there is a question as to whether the office will be open, call your place of work. If there is no answer call your supervisor’s cell phone.

Corporate Communications & Technology

Communication with Press or Media

Media inquiries in relation to First Corp International Inc. must be handled in accordance with the following guidelines: Inquiries regarding a specific transaction should be referred to the individual or individuals in charge of the matter; if they are not available, then to the Vice President. All other inquiries should be referred to the President, who will respond directly or designate another spokesperson and who will also help draft or direct an appropriate response if necessary. This policy covers all forms of responses to the media, including off-the-record and anonymous statements.

Software Policy

First Corp International Inc. regulates employees’ use of its computer software. You may not duplicate any licensed software or related documentation for use, either on Company premises or elsewhere, unless expressly authorized to do so by written agreement with the licensor. And you may not provide licensed software to anyone outside the Company. Employees should be aware that the illegal duplication of software may result in the filing of criminal copyright charges by the owners of the copyrights and can subject both the employee and the company to liability. All software that First Corp International Inc. acquires must be purchased by the office. Upon delivery, all software must be registered properly by your supervisor and installed by you or your supervisor. You may not load personal software on First Corp International Inc. computers.

Employee Benefits

Vacation & Holidays

First Corp International Inc. observes the following holidays:

  • New Year’s Day
  • Easter
  • Memorial Day
  • Independence Da
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

These are non-paid holidays unless otherwise determined by Sonny Beauchamp. Due to business needs, some employees may be required to work on company holidays. Your supervisor or manager will notify you if this may apply to you.

Vacation

Only active, full-time employees are eligible for paid vacation, and all vacation must be earned before being taken. You may not substitute pay for unused vacation unless you have your supervisor’s written approval. Should a Company holiday occur during your vacation, you may add an additional day, either at the beginning or end of the vacation period, with your supervisor’s approval. First Corp International Inc. reserves the right not to approve a vacation request if it will interfere with Company operations or adversely affect coverage of job and staff requirements. Whenever possible, employees’ requests for vacation will be accommodated, but where scheduling conflicts arise, seniority will prevail.

Acknowledgement of Receipt and Understanding

I acknowledge that I have received the First Corp International Inc. Employee Handbook and that I have read and understand the policies. I understand that this Handbook represents only current policies and benefits, and that it does not create a contract of employment. First Corp International Inc. retains the right to change these policies and benefits, as it deems advisable. Unless expressly proscribed by statute or contract, my employment is “at will.” I understand that I have the right to terminate my employment at any time, with or without cause or notice, and that the Company has the same right. I further understand that my status as an “at will” employee may not be changed except in writing and signed by the President of the Company. I understand that the information I come into contact with during my employment is proprietary to the Company and accordingly, I agree to keep it confidential, which means I will not use it other than in the performance of my duties or disclose it to any person or entity outside the Company. I understand that I must comply with all of the provisions of the Handbook to have access to and use Company resources. I also understand that if I do not comply with all provisions of the Handbook, my access to Company resources may be revoked, and I may be subject to disciplinary action up to and including discharge. I further understand that I am obligated to familiarize myself with the Company’s safety, health, and emergency procedures as outlined in this Handbook or in other documents.

 


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