Phyle Inventory Control Specialists - HOURLY PERSONNEL POLICY HANDBOOK
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Phyle Inventory Control Specialists
HOURLY PERSONNEL
POLICY HANDBOOKPICS HOURLY PERSONNEL POLICY HANDBOOK
WELCOME TO PICS!
Dear Employee:
You and Phyle Inventory Control Specialists (PICS) have made an important decision. PICS has decided you can contribute to
our success, and you've decided that PICS 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 PICS and its future. Every job in our company is important, and you will play a key role in
our continued growth.
As you will soon discover, our success is based on delivering superior quality, integrity and teamwork. How do we do it? By
working hard and thinking about our customers' needs. We do it by treating each other and our customers with respect. We do
it by acting as a team.
Should you have any questions concerning this handbook or your employment, please feel free to discuss them with your
supervisor or manager.
Again, welcome!
MISSION STATEMENT
To provide our Customers the most accurate inventory in an
acceptable time frame and at a fair rate while developing our
employees in an environment that fosters professionalism,
team work and mutual respect.
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COMPANY ATTRIBUTES
World Class Organization
CUSTOMER ORIENTATION
Value their customers by giving them what they need when it was promised for the
price quoted. Realization that customer needs are the reason for being in business and
the ability to serve them well results in growth and profitability.
FOCUSING ON RESULTS
By focusing closely on the everyday details of operations, world-class organizations are
able to measure – continuously and accurately – where they stand in relation to their
overall goals and objectives. They stay on target by constantly making adjustments
necessary to maintain their desired direction and velocity.
EMPOWERMENT
Letting people know exactly what they’re suppose to accomplish and why. It means
giving them the tools and resources necessary to get the job done, then making them
responsible for producing results.
GLOBAL COMPTETION
Doing business in today’s worldwide marketplace means dealing with increasingly tough
competition and challenging national and international economies. World-class
organizations are those that consistently provide the best products and services at the
lowest cost.
TEAMWORK
Making sure everyone is headed in the same direction, that the left hands are in sync
with the right hands, and that everyone is involved in reaching goals and objectives as
fast as possible.
CONTROLLING COSTS
Uncover all embedded costs and reduce or eliminate them by redesigning the processes
that created them. By doing this, an important competitive advantage is gained.
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TABLE OF CONTENTS
MISSION STATEMENT .................................................................................................................. 2
COMPANY ATTRIBUTES ................................................................................................................ 3
INTRODUCTION .......................................................................................................................... 5
LABOR LAW POSTERS .................................................................................................................. 5
CONFIDENTIALITY ....................................................................................................................... 5
CONFLICT OF INTEREST .............................................................................................................. 6
EQUAL EMPLOYMENT OPPORTUNITY ............................................................................................. 6
SEXUAL HARASSMENT POLICY ...................................................................................................... 7
RETALIATION .............................................................................................................................. 8
IMMIGRATION LAW COMPLIANCE ................................................................................................. 8
EMPLOYMENT-AT-WILL ................................................................................................................ 8
PROBATIONARY PERIOD .............................................................................................................. 9
DRUG FREE WORKPLACE (DFW).................................................................................................... 9
CELL PHONE USAGE ..................................................................................................................... 9
COMPANY GROOMING AND DRESS CODE...................................................................................... 10
HOURS OF WORK ....................................................................................................................... 10
OVERTIME PAY ........................................................................................................................... 10
ATTENDANCE AND LATENESS ...................................................................................................... 11
COMPANY / EMPLOYEE VEHICLE USAGE ....................................................................................... 11
TRANSPORTATION ..................................................................................................................... 12
PERFORMANCE APPRAISALS ........................................................................................................ 12
COMPANY PROPERTY .................................................................................................................. 12
SAFETY...................................................................................................................................... 13
HIPAA ....................................................................................................................................... 14
MILITARY LEAVE ........................................................................................................................ 14
TERMINATION OF EMPLOYMENT .................................................................................................. 14
DISCLAIMER .............................................................................................................................. 14
EMERGENCY MEDICAL FORM ....................................................................................................... 16
VOLUNTARY SELF-IDENTIFICATION ............................................................................................. 17
ACKNOWLEDGEMENT FORM ........................................................................................................ 18
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INTRODUCTION
In every organization it is necessary to establish a framework where the efforts of employees can be directed in a
manner that will advance both the objectives of the organization and the interest of the individual. Phyle
Inventory Control Specialists (PICS) hereafter known as the Company, desires to maintain good employee
relations. Our handbook has been assembled to provide you with pertinent information regarding policies, rules
and benefits. It is important that everyone take the time to read and understand the information contained within
this handbook. If you ever have a question about any subject pertaining to your employment, feel free to ask your
supervisor.
LABOR LAW POSTERS
Your Manager has an electronic copy of the required state and federal posters on their notebook and they are
available for your viewing upon your request.
CONFIDENTIALITY
Information that pertains to PICS's business and its’ customers, including but not limited to all nonpublic
information concerning the Companies, pricing, technical data, their vendors, employees, management, and
customers, is strictly confidential and MUST NOT be shared with non-salaried PICS employees and people who are
not employed by PICS.
Please help protect confidential information which may include, for example, customer billing rates, gross
percentages, PICS profits, trade secrets, customer lists and company financial information by taking the following
precautionary measures:
1. Discuss work matters only with other PICS 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 PICS to insure that they do not have access to company information.
4. Destroy hard and/or soft 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 PICS manager.
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CONFLICT OF INTEREST
Employees must avoid any interest, influence or relationship which might conflict or appear to conflict with the best interests of
PICS. 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 PICS.
2. Owning or having a significant financial interest in, or other relationship with, a PICS competitor, customer or
supplier, and
3. Accepting gifts, entertainment or other benefit of more than a nominal value from a PICS 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 PICS.
EQUAL EMPLOYMENT OPPORTUNITY
It is the policy of the Company to provide equal opportunity for all employees and applicants seeking employment.
This Company prohibits discrimination of employment based on religion, race, color, national origin, age, sex,
marital status, height, weight, handicap, disability, Veterans status or any other characteristic protected by city,
state or federal law.
The Company shall make every reasonable effort to accommodate any handicapped employee as outlined by law.
Any employee of the Company who believes they have been discriminated against in any employment decision
should report the facts and circumstances to the Human Resources department. They shall investigate and make a
determination, based on the facts and circumstances as to the appropriate remedy, including the discipline of the
offending employee, up to and including termination of employment.
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SEXUAL HARASSMENT POLICY
All employees of the Company are entitled to a work place free from sexual harassment and intimidation. The
Company prohibits sexual harassment by its employees.
Sexual harassment is behavior that is unwelcome, personally offensive, debilitates morale, or interferes with the
work performance and effectiveness of its victims. Unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature, constitute prohibited harassment, when:
1. Submission to or rejection of such conduct is made explicitly or implicitly a term or condition of an
employee’s employment; or it affects employment decisions about that employee, such as advancement,
assignment, or the like.
2. Such conduct has the purpose or effect of unreasonably interfering with an employee’s work or creating
an intimidating, hostile, or offensive working environment.
3. An offer of sexual favors or advancement is made to secure favorable or avoid unfavorable employment
conditions; and
4. Such conduct involves or tends to degrade or abuse the victim.
Sexual harassment does not refer to behavior or occasional compliments or conduct of a socially acceptable
nature.
Supervisory personnel are responsible for enforcing this policy. Any supervisory personnel witnessing the sexual
harassment of an employee is obligated to report it to their manager and/or the Human Resources department.
Supervisory personnel failing to follow this procedure will be subject to discipline, including discharge, depending
on the facts and circumstances.
ANY EMPLOYEE WHO HAS BEEN SUBJECT TO SEXUAL HARASSMENT OF ANY KIND SHOULD MAKE A
COMPLAINT TO THEIR SUPERVISOR, DIVISIONAL VICE PRESIDENT AND / OR HUMAN RESOURCES
DEPARTMENT IMMEDIATELY.
The Human Resources department shall then interview the reporting employee and any other witnesses
expeditiously and prepare a written description of the facts and circumstances that shall then be signed by the
reporting employee. The HR department shall conduct a confidential investigation, including an interview with the
accused employee and a review of such employee’s written response. The Human Resources department shall
then determine the disciplinary action that may include a reprimand, suspension without pay, or immediate
termination.
There is no requirement that the discipline for sexual harassment is progressive in nature and immediate
termination of employment may result.
The investigation and determination of discipline shall be made promptly and be consistent with the need to
determine the facts and the need to stop or prevent such conduct.
INTIMIDATION, COERCION, THREATENTING, TAKING REPRISAL, OR DISCRIMINATION AGAINST ANY
EMPLOYEE WHO REPORTS OR WITNESSES SEXUAL HARASSMENT IS PROHIBITED AND MAY RESULT IN
IMMEDIATE TERMINATION OF EMPLOYMENT.
All parties to the incident(s) shall be informed of the outcome of the investigation. Files concerning such matters
shall be kept confidential and separate from the employee’s personnel files unless an employee requests, in
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writing, such information be included in their files. Except as necessary to investigate an act on such accusations,
the Company shall keep such information in a confidential manner unless subject to a lawful subpoena.
In addition, any associate found to have abused this procedure by making false and / or malicious statements
against another associate will be subject to disciplinary action, up to and including discharge.
By establishing this policy, we believe the Company can maintain a fair and workable system to prevent sexual
harassment. There should be no need for any employee to file a complaint with an outside third party to receive
fair treatment.
We urge all employees of the Company to continue to act responsibly to establish and maintain a pleasant working
environment.
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
disciplinary action, up to and including termination.
IMMIGRATION LAW COMPLIANCE
The Company is committed to employing only those persons who are entitled to work in the United States. In
accordance with the regulations of the Immigration and Naturalization Service (INS), the Company will require
individuals to prove their right to work in this country.
All offers of employment are conditioned on the individual establishing the right to work in this country. Before
you officially start work, you will be required to produce documents acceptable under INS regulations and
complete the Employment Eligibility Verification Form I-9.
EMPLOYMENT-AT-WILL
Please remember that this handbook does not constitute a contract between you and the Company; nor does it
guarantee permanent employment. You have the right to terminate your employment at any time, for any reason,
and the Company retains a similar right.
The information in this handbook is designed to serve only as a reference to the Company’s policies and
procedures; and the Company reserves the right to amend this handbook, at any time, as necessary. Management
will try to keep it current, but there may be times when policy will change before the material is revised.
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PROBATIONARY PERIOD
It is the policy of the Company that all new employees shall begin with a 90-day probation period. Supervisors or
managers generally will be responsible for on-the-job training as may be necessary to teach knowledge of
methods, equipment and duties normally expected of you. Employment will continue, “at-will” during and after
the orientation period (see EMPLOYMENT-AT-WILL).
DRUG FREE WORKPLACE (DFW)
PICS 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 and customers' confidence in our company.
Alcohol
Employees are prohibited from using or being under the influence of alcohol while performing company business
for PICS, 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
PICS 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 PICS facilities, while operating a motor vehicle for any job-related purpose or
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 requests.
Also part of the company’s comprehensive drug free workplace policy is Post Accident Drug Testing. Any employee
that may be injured on the job, and requires medical treatment, will be required to take a mandatory drug test.
Smoke-Free Policy
The Company provides a smoke-free work environment. The No Smoking policy will be extended throughout the
entire building; including the lunchroom, lavatories, offices, entryways, company vehicles, etc. The policy also
applies to “lighting up” and carrying all smoking products in the restricted areas. Every employee’s cooperation in
adhering to this policy is anticipated. Smoking is prohibited in any vehicle being used on company business,
regardless if it is a company vehicle or personal vehicle.
CELL PHONE USAGE
Cell phones are not to be used during the inventory without permission from your supervisor. Cell phones must be
put on mute at the beginning of the inventory to avoid any distractions while counting.
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COMPANY GROOMING AND DRESS CODE
It is very important that the appropriate attire is chosen for specific jobs within the organization and is consistent
with good hygiene, safety, public image and good taste. Your personal appearance and attire reflects the image
and culture of the Company. We expect associates to be well groomed and professional in their appearance.
All employees of PICS will adhere to the dress code as stated below:
1. Any facial hair must be neat and clean.
2. Company provided uniform shirts must be clean and pressed and worn at all times at client sites.
3. Clean comfortable black shoes must be worn; black tennis shoes are acceptable.
4. Black pants or black jeans are acceptable, NO blue jeans.
5. Visible tattoos or visible body piercings are not acceptable. Your clothing must cover all tattoos as best as
possible.
6. Facial jewelry, specifically eyebrow, nose, and lip rings, posts, studs, or chains are not allowed. Facial
jewelry should be removed prior to the start of the work shift.
7. Earrings for both men and women should be conservative and should not represent a hazard or interfere
with performing your job duties.
8. Pants must be worn at the waist with a belt and men’s shirts should be tucked in.
9. Hair must be neatly groomed. Men’s hair may not be longer than collar length. Hair color for both men
and women should be conservative.
HOURS OF WORK
It is the policy of the Company to establish working hours as required by workload, production flow and customer
service needs. The normal workweek is Saturday through Friday beginning and ending at midnight Friday. An
employee’s work schedule will depend on the department or office to which he/she is assigned and his/her
particular job within the department. Overtime will be worked when requested by the supervisor or the
department head. Check your schedule in PICSOL on a regular basis and confirm with your immediate manager.
OVERTIME PAY
The Company will make every effort to schedule work as efficiently as possible to avoid overtime. There will be
times, however, when overtime will be required.
Overtime pay will be calculated based on an averaging of the two-tier pay rates and will vary according to the audit
time/travel time ratio. Overtime is paid on actual hours worked over 40 hours during the workweek (see HOURS
OF WORK). All state laws will be followed for overtime pay.
If you are nonexempt, you must receive authorization from your manager before working overtime.
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.
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ATTENDANCE AND LATENESS
All employees are expected to be regular in attendance and on time in reporting to work. Unreasonable,
unjustified or avoidable absences will not be authorized. When you must be absent or late in reporting to work
due to illness or emergency, you are expected to notify the Company and/or your department supervisor no later
than twelve (12) hours prior to the scheduled meet time. The following items should be communicated:
- Who’s calling?
- Supervisor’s name.
- Reason for absence or lateness.
- When you expect to return to work.
It is advisable to get the name of the person taking the message to avoid misunderstandings. Employees will be
reviewed at the point of two unexcused no shows.
Employees who fail to report their absence to their supervisor or manager more than two (2) times may be
considered to have resigned voluntarily and may not be eligible for rehire.
COMPANY / EMPLOYEE VEHICLE USAGE
As an employee, if you are asked to utilize your vehicle for company related business, the Company will reimburse
you per mile driven. By signing the PICS Policy Handbook Acknowledgement form, you agree to maintain a valid
driver’s license and a current insurance policy on any vehicle that you use for company related business. If you are
ever requested to drive a company vehicle, or your personal vehicle, it is your responsibility to notify your
supervisor if you do not have a valid driver’s license and/or do not have insurance on your vehicle. As a potential
driver, PICS reserves the right, at any time, to request your driving record report from the Department of Motor
Vehicles for the state(s) in which you will be driving. You shall be responsible for all repairs and expenses for your
vehicle. The use of personal vehicles used for company related business must be authorized in advance by your
supervisor.
If you are involved in an accident with a company vehicle you must call your immediate supervisor within 24 hours
to report the accident. You will be required to complete an accident report and mail it to your Manager and
Corporate HQ.
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TRANSPORTATION
You must have access to reliable transportation to get to and from various job sites. In most cases, you will be
asked to meet at the store. You will clock in at the store, and no travel or personal auto will be paid. This is no
different than someone driving to their office or workplace.
If it is a Travel store outside of the metro area, there will be a meet site. Travel pay will be paid only when Auditors
meet at a designated meet site, authorized by their Supervisor. Travel pay will be paid from the meet site to the
store and back to the meet site less a regionally established “local commute time”. This time, which will be
deducted each way, is considered a normal amount of drive time, the same as if you were driving to your office or
workplace. Talk to your manager regarding the “local commute time” for your area. If a meet site is set and you
choose to drive yourself to the inventory, you will not be paid travel or personal auto. It is your Supervisors
responsibility and option whether to designate a meet site. Generally there will be NO meet sites for metro stores.
If you are transporting company equipment for the inventory team, you will be paid minimum wage for the travel
time. Personal auto will only be paid if there is a designated meet site authorized by your Supervisor and you are
requested to transport staff.
PERFORMANCE APPRAISALS
It is the policy of the Company that job performance of each employee shall be evaluated periodically by the
employee’s supervisor. The performance appraisal is either a verbal or written evaluation of your job
performance. It includes your supervisor’s comments and recommendations, action plan and performance goals
for the next period. Information derived from the appraisal may be considered when making decisions affecting
an employee’s pay, promotion or continued employment. Performance appraisals shall be scheduled after the
first 3 months and then as needed after that.
COMPANY PROPERTY
Any company property issued to or used by employees must be treated with proper care and not abused. This
includes, but is not limited to handhelds, scanners, equipment, auto, etc.
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SAFETY
PICS 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. Your Manager and Human Resources department has the agency
contact information.
You must complete an Accident/Injury Report if you have an injury that requires medical attention. Your Manager
can assist you. If your injury does not require medical attention, you must still complete an Accident/Injury 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 the HR Department.
A federal law, OSHA (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 that 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 HR Department and / or your manager.
CODE OF SAFETY PRACTICES
The purpose of the Code of Safety Practices is to assist you in making safety a regular part of your work habits. This
is a guide to help you identify your responsibility for safety. Your supervisor is required by the company to hold you
responsible for following all appropriate safety practices. Carefully review the following;
1. I will immediately report to my supervisor all accidents and injuries (no matter how slight) that may occur.
2. I will cooperate with and assist in investigations of accidents.
3. I will promptly report any unsafe acts, practices, or conditions that I observe.
4. I will become familiar with all safety procedures during the course of my work activities and implement all
company rules and regulations by practicing safety in each job function.
5. I will keep my work area clean and orderly at all times.
6. I will avoid engaging in horseplay and avoid distracting others at work.
7. I will wear protective clothing as required by the client or my supervisor.
8. I will inspect company automobiles and other equipment prior to use and report any unsafe conditions.
9. I will always participate in company run safety meetings.
10. I understand that possession or use of weapons, alcoholic beverages, or illegal drugs is not allowed on
company or client premises, including company vehicles. I also understand violations may result in my
immediate termination.
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HIPAA
As an employee of PICS you may be assigned to a customer that is in the health care business. The customer may
have personal health and medical information on site which is protected under HIPAA (The Health Insurance
Portability Act). PICS employees that may be exposed to private health and medical information should always
treat it as private, confidential information. Any questions concerning HIPAA should be directed to your immediate
supervisor. If you are selected to work in a Pharmacy environment, you will be required to review and sign the
“Understanding Do’s and Don’ts of HIPPA” form. Also if the customer requires additional background checks or
testing, you will be required to pass those checks and tests before working at the customer’s facilities.
MILITARY LEAVE
Pursuant to USERRA (Uniformed Services Employment and Reemployment Rights Act), PICS prohibits
discrimination against persons because of their service in the Armed Forces, the Army National Guard and the Air
Force National Guard when engaged in active duty for training, inactive duty training, or full-time National Guard
duty, the commissioned corps of the Public Health Service, and any other category of persons designated by the
President in time of war or emergency.
TERMINATION OF EMPLOYMENT
The Company hopes and fully expects that you will be employed with us for a very long time. However, should you
decide to leave, we request that you provide us at least two (2) weeks written notice. This provides your
Supervisor the opportunity to adjust his/her plans with the least amount of interruption to the Company’s work
schedules.
Upon termination of employment, all company property must be returned to the Company.
DISCLAIMER
In states where the above policies are in disagreement with or in violation with state law, the applicable state law
will apply and override these policies. If an employee resides in one state and works in another, the state law of
the state in which the work is performed will take precedent.
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EMERGENCY MEDICAL FORM
Employee Name: ______________________________________________
Birth Date: _____/_____/_____
Address: __________________________________
City: _______________________ State: ____ Zip: ________
Home Phone: (____) ____-_______ Cell Phone: (____) ____-_______
Name of person to notify in case of accident or illness:
Name: ______________________________________
Address: ___________________________________________
City: ______________________________ State: _____ Zip: ________
Home Phone: (____) ____-_______ Cell Phone: (____) ____-_______
Family Doctor:
Name: ____________________________________ Phone (____) ____-________
Hospital Choice: _____________________________________
Allergies to any medication:
____________________________________________________________________
____________________________________________________________________
Special Medical Problems: (i.e. High Blood Pressure, etc.)
_____________________________________________________________________
_____________________________________________________________________
Sign: _______________________
Date: ________________
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VOLUNTARY SELF-IDENTIFICATION
(CONFIDENTIAL - FOR STATISTICAL USE ONLY)
Phyle Inventory Control Specialists is an Equal Opportunity Employer and does not discriminate on
the basis of race, color, religion, sex, national origin, disability, veteran status, sexual orientation or any
other classification protected by Federal, State, or Local Law. The information below will be used only in
compilation of data for EEO reporting.
Completion of this form is voluntary and will not affect your opportunity for employment, or terms or
conditions of employment, if hired. Voluntary Self-Identification can be declared at any time prior to, or
if applicable, after hire. Please return this page with your application.
PLEASE COMPLETE IN FULL:
Date: Home Zip Code:
Worksite: Various Position Applied For:
Printed Name: Social Security Number:
Date of Birth: Gender (Circle One) Male Female
Ethnic Group
Please check one of the descriptions below to identify the ethnic group with which you identify
Asian - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent
including, for example: Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and
Vietnam.
Black or African American - A person having origins in any of the black racial groups of Africa.
Caucasian/White - A person having origins in any of the original peoples of Europe, North Africa, or the Middle East.
Hispanic or Latino- A person of Cuban, Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish
culture or origin, regardless of race.
Native Hawaiian or Other Pacific Islander- A person having origins in any of the original peoples of Hawaii, Guam,
Samoa, or other Pacific Islands.
American Indian or Alaska Native - A person having origins in any of the original peoples of North America and South
America (including Central America), and who maintain tribal affiliation or community attachment.
2 or More Races
Other
For employer use only: _________ Race Missing or unknown - Applies to Applicants only,
where a resume or application that is screened and received without any racial or ethnic identification
and no further contact is made with the Applicant.
PERSONAL AND CONFIDENTIAL
THIS PAGE CONTAINS SENSITIVE INFORMATION THAT IS TO BE KEPT ONLY TO SATISFY
EEO REPORTING REQUIREMENTS AND IS TO BE KEPT SEPARATE FROM PERSONNEL
RECORDS.
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ACKNOWLEDGEMENT FORM
I have received, read and understand the contents of the Phyle Inventory Control Specialists
HOURLY PERSONNEL POLICY HANDBOOK, including the Code of Safety Practices and the
availability of the state and federal labor law posters. I understand that this handbook is only
intended to summarize some of the important elements of employment. This handbook is not
a contract or a promise of any kind. I understand that the Company retains the right, at its sole
discretion, to change this handbook. Nothing in this informational handbook shall be
interpreted to modify or limit the employment-at-will relationship. In accepting or continuing
in employment, I agree to abide by the personnel policies of Phyle Inventory Control Specialists
and to conform to all practices, safety rules and regulations relating to a safe work
environment.
Employee Name
Employee Signature
Date
PICS Hourly Personnel Policy Handbook Aug 2011.doc
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