Employee Hand Book for BBVA Compass Bank Prepared by Youssef Benmassaoud
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
1
Employee Hand Book for BBVA Compass
Bank
Prepared by Youssef Benmassaoud
2
TABLE
OF
CONTENTS
CHAPTER
1
...........................................................................................................................................
4
YOUR
SUCCESS
STARTS
HERE
...............................................................................................................
4
DRESS CODE AND PROFESSIONAL APPEARANCE
.....................................................................................
5
Traditional
business
attire
for
men
......................................................................................................
5
Traditional
business
attire
for
women
.................................................................................................
5
Business casual
....................................................................................................................................
5
BBVA Compass attire
..........................................................................................................................
5
Casual apparel
....................................................................................................................................
5
CHAPTER
2
...........................................................................................................................................
6
WELCOME
TO
OUR
ORGANIZATION
.....................................................................................................
6
EQUAL OPPORTUNITY EMPLOYER
...........................................................................................................
7
Summary
..............................................................................................................................................
7
Discrimination and harassment
...........................................................................................................
7
Prohibited conduct
..............................................................................................................................
8
CHAPTER
3
...........................................................................................................................................
9
LEGAL
ISSUES
.......................................................................................................................................
9
LEGAL ISSUES: ARRESTS AND CONVICTIONS
........................................................................................
10
Report pending legal matters
.............................................................................................................
10
Report
any
matters
related
................................................................................................................
10
You
do
not
need
to
report
traffic
violations
.......................................................................................
11
CHAPTER
3
.........................................................................................................................................
12
DRUG
FREE
ZONE
...............................................................................................................................
12
DRUG-FREE ENVIRONMENT
...................................................................................................................
13
Summary
............................................................................................................................................
13
Prohibited conduct
............................................................................................................................
13
Getting help
.......................................................................................................................................
13
Drug testing policy
............................................................................................................................
13
Searches
.............................................................................................................................................
14
Reporting
alcohol
and
drug
convictions
............................................................................................
14
CHAPTER
4
.........................................................................................................................................
15
TIME
MANAGEMENT
.........................................................................................................................
15
ATTENDANCE AND TARDINESS
..............................................................................................................
16
3
Reporting
Your
Absence
or
Tardiness
................................................................................................
16
Inclement
weather
and
transportation
issues
...................................................................................
16
Job abandonment
...............................................................................................................................
16
CHAPTER
5
.........................................................................................................................................
17
IT’S
LUNCH
TIME
................................................................................................................................
17
MEAL BREAK AND REST BREAKS POLICY
.............................................................................................
18
If
you
are
working
more
than
6
consecutive
hours
............................................................................
18
If
you
are
working
more
than
5
consecutive
hours
............................................................................
19
Rest
break
if
you
are
working
more
than
3.5
consecutive
hours
.......................................................
19
Paid
or
unpaid
breaks
for
paying
purposes
.......................................................................................
20
CHAPTER
6
.........................................................................................................................................
21
TRAVEL
TIME
.....................................................................................................................................
21
TRAVEL TIME PAY POLICY
....................................................................................................................
22
Regular Pay for Travel Time
.............................................................................................................
22
4
Chapter 1
Your Success Starts Here5
Dress Code and Professional Appearance
Traditional business attire for men
• Business suits
• Dress shirts
• Dress pants or slacks
Traditional business attire for women
• Long dresses
• Long skirts
• Closed toe shoes
Business casual
• Capri pants
• Polo shirts
• Dress shoes
BBVA Compass attire
Please note that employees who conduct face to face
business may be required to wear BBVA Compass
apparel.
Casual apparel
Jeans, polo shirts and casual long sleeve shirts are allowed on
Friday only
Athletic clothing, tennis shoes, sweatpants are never acceptable6
Chapter 2
Welcome to our organization7 Equal Opportunity Employer Summary BBVA Compass is dedicated to sustaining a safe, productive, diverse, professional and secure work environment in which all individuals are treated with respect and dignity. Discrimination and inappropriate conduct are not tolerated by or against employees, vendors, clients or anyone who does business with BBVA Compass. Employees agree to comply with the policy and help promote a comfortable and discrimination free environment. All employees must adhere to this policy whether while working at BBVA Compass branches, offices or when they are outside the workplace, such as when in business trips or other business-related social events. Discrimination and harassment BBVA Compass is dedicated to providing equal opportunity in agreement with local and federal laws in all areas of employment, including recruitment, employment, assignment transfer, promotion, compensation, benefits and training. BBVA Compass makes hiring decisions based on legitimate business criteria and qualifications, skills and experience of individuals. BBVA Compass prohibits discrimination, harassment and prejudice on the basis of an individual’s race, color, national origin, sex/gender, disability, marital status, sexual orientation or any other protected status under applicable laws.
8
Prohibited conduct
Harassment is any behavior that is offensive in nature (verbal or
physical). It creates a hostile environment and makes individual or
individuals uncomfortable. Below are examples of behaviors prohibited
by this policy:
• Jokes comments or negative stereotype expressed through any
type of communication that is offensive, humiliating,
deprecating or discriminatory in nature
• Making threats, menacing remarks or creating materials that
show hostility toward a person or group of people
• Displaying or circulating any sexually suggestive materials,
including cartoons, drawings, pornography and emails
• Making sexual remarks and advances or continuously seeking
personal relationship from an individual who has already
declined the request9
Chapter 3
Legal Issues10
Legal Issues: Arrests and Convictions
Normally you are not eligible to work for BBVA Compass if you have
been convicted of, plead guilty, or have agreed to complete a pre-or
post-trial diversion program for criminal offenses such as the ones
below. However, eligibility for employment will be assessed on a case-
by-case basis. In addition, all new hires or other employees are required
to report any legal matters such as the ones below:
• Money laundering
• Corruption
• Fraud
• Crimes of violence
• Crimes relevant to the performance of an employee
• Drug-related crimes
Report pending legal matters
• Criminal charges
• Arrests
• Conviction and plea deals
• Felonies and misdemeanors
Report any matters related to the following
• Driving under the influence
• Leaving the scene of an accident
• Financial fraud
• Dishonesty
• Lawsuits regarding financial fraud
• Disciplinary actions by any financial institution11
You do not need to report traffic violations such as
• Citations for speeding
• Driving with suspended license or registration12
Chapter 3
Drug Free Zone13 Drug-free Environment Summary BBVA Compass strives to conduct business in a safe, professional and law abiding environment. Employees should never conduct business under the influence of alcohol or any other illegal substances. Prohibited conduct BBVA Compass has zero tolerance policy for drug use. Employees should never sale, attempt to sale or distribute drugs of any kind at the workplace or come to work under the influence Bringing alcohol to work, drinking while working or conducting business at any location of BBVA Compass is also prohibited. Getting help If you have alcohol or drug dependency problems, you are encouraged to contact the Employee Assistance Program (EAP) for professional and confidential counseling. Help is always available and it is your responsibility to look for it. Drug testing policy You may be asked to take a drug test without notice. If you refuse to do so or if your test results are positive, you will be terminated.
14 Searches Managers and human resources representative reserve the right to search the desk of any employee and other work areas if they have suspicion that the individual he or she has been bringing alcohol or other drugs to work. Reporting alcohol and drug convictions In case you are arrested, charged or convicted of drug or alcohol related crime, you must immediately notify the office of Human Resources. If you fail to abide by this policy, you will face disciplinary actions and be terminated.
15
Chapter 4
Time Management16 Attendance and Tardiness Your attendance and punctuality are important to your performance and your role as a team member. Moreover your dependability is critical to providing quality service to customers. It is important to work with your manager to schedule time off with as little disruption as possible so that your work can continue uninterrupted by your absence. Reporting Your Absence or Tardiness You should schedule your absence and tardiness in advance whenever it is possible. However, if you are sick or have an emergency, you should contact your manager before the start of your shift and advise him on when you would be able to report to work. Inclement weather and transportation issues Weather and transportation problems are not considered legitimate reasons for tardiness or absence. It is your responsibility to prepare ahead of time for such events and make other arrangements so that you can get to work on time. Job abandonment If you do not show up for work for three consecutive days and you or someone on your behalf do not contact your manager directly, your employment may be terminated for job abandonment.
17
Chapter 5
It’s Lunch Time18 Meal Break and Rest Breaks Policy Employees are generally allowed to take an unpaid 30 minutes meal break if the shift is longer than 6 consecutive hours. During the break time, employees are encouraged to leave the workplace. Whenever it is possible, all meal breaks should be scheduled close to normal meal times, or close to the middle of a shift If you are working more than 6 consecutive hours At your manager’s discretion, usually you are allowed to take a paid, rest break of at least 10 minutes between the time you start your shift and your meal period, and between your meal period and the end of your shift. Your manager will inform you on what time during the day you may take the break period. Below are examples for Meal and Rest break guidelines Employee A is scheduled to work from 9:00 a.m. to 5:30 p.m. (8.5 hours). He receives 10-minute paid rest break at 11:00 a.m. and 3:00 p.m. and 30-minute unpaid meal break from 1:00 p.m. to 1:30 p.m. Employee B is scheduled to work from 8:00 a.m. to 1:30 p.m. only (5.5 hours). Therefore, he does not need to receive a meal or rest break; however, it is recommended that managers grant at least one 10-minute rest break. Managers may also allow additional meal and rest periods as suitable (e.g., employees working long hours). Please contact your Human Resources manager if you have any questions.
19 If you are working more than 5 consecutive hours Employees are allowed to take an unpaid, meal break of at least 30- minutes. The meal period should start between the 3rd and 5th hours of work. Generally may leave the premises during meal breaks. Rest break if you are working more than 3.5 consecutive hours You are allowed to take a 10-minute work-free rest break as close as possible to the middle of each 4-hour work period. Generally, the first paid rest break should occur at or near 2-hour mark. Examples below illustrate this policy. Employee A is scheduled to work from 8:00 a.m. to 4:30 p.m. (8.5 hours). He receives a 10-minute paid rest break at 10:00 a.m. and 2:00 p.m. and a 30-minute unpaid meal break from 12:00 p.m. to 12:30 p.m. Employee B is scheduled to work 8:00 a.m. to 1:30 p.m. (5.5 hours). He receives a 30-minute unpaid meal break from noon to 12:30 p.m. and a10-minute paid rest break at 10:00 a.m.
20 Paid or unpaid breaks for paying purposes If you are asked to work during any part of your meal break, you will be paid for the time worked. However, you must keep record of it in the Time and Attendance System (TAS). Because rest periods are paid breaks, if you are an overtime-eligible employee, you do not record these breaks in TAS. However, managers might keep track of rest breaks separately.
21
Chapter 6
Travel Time22 Travel Time Pay Policy If you travel outside of regular working hours and eligible for over time, then it is considered work time. However, employees will only be paid for that travel time and not the regular commute time. Additionally, if pay for travel time results in additional hours during a given workweek or workday for an overtime-eligible employee, the manager may generally reduce the employee’s schedule for that week or day in order to offset the hours worked Regular Pay for Travel Time Overtime-eligible employees may receive travel time ay in the following circumstances: Work-related travel during regular working hours is considered work time and is paid Travel outside of normally scheduled work hours Work related travel outside of regular working hours is considered work time is deducted from paid travel time. You must record your travel time as regular work time in the Time and Attendance System.
23
Example: Travel for over-time eligible employee occurs during normally
scheduled work hours
• Employee A usually works 8 a.m. – 5 p.m.
• Employee travels to training class scheduled for 9 a.m.
– 4 p.m.
• Employee leaves home at 8 a.m. and returns home at 5
p.m.
• Time Travelling between 8 a.m. – 5 p.m. is paid (2
hours is for travel time).
Example: Travel for over-time eligible employee occurs OUTSIDE of
normally scheduled work hours
• Employee B usually works 8 a.m. – 5 p.m.
• Normal commute to work each way is 30 minutes
• Travels to a meeting in another city scheduled for 9
a.m. – 4 p.m.
• Leaves home at 6 a.m. and returns home at 7 p.m.
• Time Travelling is paid (except for 30 minutes each
way due to regular commute time)
• Employee is paid from 6:30 a.m. – 6:30 p.m. (5 hours
is for travel time)
Exempt employees are generally not eligible for additional pay if
required to travel for the firm’s business outside of regular work hours.You can also read
