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North Florida Shipyards Inc (ID: 5847)
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Welcome To North Florida Shipyards, Inc. This page uses frames, but your browser doesn't support them. North Florida Shipyards North Florida Shipyards, Inc. Web Mail Web Mail Home H ome Web Mail Yard Capabilities Recent Projects Contact Us Contract Administration Employee Directory Employment Opportunities Vendor Opportunities Agents Welcome Welcome North Florida Shipyards operates ship repair and conversion facilities: * On the St. John s River at Commodore Point in Jacksonville, Florida * At the Mayport Naval Station in Mayport, Florida. In addition, we operate a machine shop located on Buffalo Avenue in Jacksonville. The machine shop trades under the name of Ind-Mar Machine. Our solid reputation is derived from dealing fairly with our customers and providing on-time quality ship repair and conversion services at reasonable prices. Our goal is to maintain this reputation. General Contact Information Commodore Point Yard & Corporate Office: Address: Physical Mailing Foot of East Adams Street P.O. Box 3255 Jacksonville, FL 32202 Jacksonville, FL 32206 Tel: 904-354-3278 Fax: 904-353-2665 Web: www.northfloridashipyard.com E-mail: info@northfloridashipyard.com Mayport Naval Station Facility: Building #1933 Bailey Road Mayport Naval Station Jacksonville, FL 32228 Tel: 904-249-7266 Fax: 904-241-3106 Email: nfsy@northfloridashipyard.com Ind-Mar Machine Shop 5105 Buffalo Ave Jacksonville, FL 32206 Tel: 904-355-5421 Fax: 904-358-6818 Email: indmar@northfloridashipyard.com New Page 0 Yard Capabilities T he resources and expertise of North Florida Shipyards are ideally suited to provide both our commercial and government customers with cost-effective vessel conversion, dry-docking and repair services. Our commercial experience includes tanker and cargo ships, passenger vessels, tugs, barges, offshore supply vessel and offshore yachts. Our government experience includes Military Sealift, MARAD, US Coast Guard and US Navy vessels. North Florida Shipyards has the Navy Master Ship Repair Agreement (MSRA) certification. We have skilled craftsmen with in-depth experience and expertise in the following technical areas; Structural steel fabrication and installation Piping Rudder and propeller repairs Outside machinery Hydraulics Electrical & electronic HVAC Lagging Diesel and steam propulsion Machining Joiner Rigging Blasting/coating Facilities and Major Equipment: Tug: One (1) 800 HP Work Barges: One (1) Barge 100 x 30' One (1) Barge 120 x 40 One (1) Crane Barge 120 x 40 , w/110 Ton Crane Berthing: 3,790 ft. Cranes: One (1) 125 Ton One (1) 110 Ton (Crane Barge) Two (2) 100 Ton Two (2) 75 Ton Dry-docking Capacity: 390 ft. x 57 ft. (2800 Long Ton) with 15 ft. over blocks Manlifts: Five (5) 60 ft. Diesel Aerial Platforms One (1) 40 ft. diesel Aerial Platform Plasma Cutting Systems: One (1) Hypertherm HT401 Welding Equipment: Approx. 200 Welding Power Units Approx. 75 Wire Feeders Approx 50 Voltage Sensing Suitcases Machine Shop Equipment: Balance Machines, Ironworkers, Lathes, Mills, Shears, Breaks, Chop Saws, Drill Presses etc. Blast/Paint Rooms: One (1) 60 x 100 One (1) 25 x 25 Bulk Gas Storage: Carbon Dioxide Argon w/mixing capability Liquid Oxygen Propylene Under Roof Facilities: 90,000 Sq. Ft. New Page 0 Recent Major Projects M/Y Paladin Shadow M/V Cape Wrath VESSEL CUSTOMER/OWNER SCOPE OF WORK M/Y Paladin Shadow M/Y Mystere Shadow Shadow Two Investments, LLC Convert Offshore Supply vessel to "Shadow" boats. a Shadow boat accompanies a "mother" yacht and provides helicopter, small boat and vehicle transportation and support services. M/V Gay Head M/V Katama Wood's Hole, Martha's Vineyard Steamship Authority Drydock, fabricate and install port and starboard sponsons to increase width of ferry cargo deck and thereby increase vehicle carrying capacity. M/V Cape Ducato Marine Transport Lines, Inc. Post Deployment Topside repairs. M/V Cape Race M/V Cape Ray M/V Cape Rise Maritime Administration Construction & installation of Spar Deck M/V Cape Wrath M/V Cape Washington Maritime Administration Remove six (6) hoistable & one (1) fixed deck, fabricate & install three (3) tween decks M/T Ocean Trader Maritime Tankers Services Design & construction, to DNV rules, of a 171 production tanker. M/V 1st LT. Harry L. Martin Military Sealift Command AMMO modification conversion & ship repair items Following Invader Class Tugs: Monitor Gauntlet Defender Patriarch Sentry Navigator Ranger Adventurer Ensign Explorer Sentinel Crowley Liner Services Complete re-furbishment including, main engines, auxiliary engines & equipment, accommodation, interior steelwork, dry-docking, exterior, interior & tank preservation & coating. USS Philippine Sea US Navy Topside repair, machinery, structural & main propulsion USS Roberts USS Simpson USS Boone US Navy Topside repair, machinery, structural & main propulsion USS John F Kennedy US Navy Topside repair including, fee pumps, fire pumps, SSTG's, L.O. Piping, Weapon's Elevator, Chem Lab Modifications, etc. Barge Miami Barge Ponce Barge Jacksonville Crowley Liner Services 1st, 2nd & 3rd Deck steel renewals & Curbing renewals NFSY Feedback Page Contact Us Please forward any questions you have regarding our capabilities and services. We appreciate your interest and will respond soonest. Inquiry Contact Information Name Company Telephone FAX E-mail New Page 0 Contract Administration Effective contract administration ensures that our customer s requirements are fully satisfied. Procedures will be modified on a project-to-project basis in order to fully meet our customer s specific requirements. In general, our normal procedure for administering commercial contracts includes: Developing and issuing of Job Items S cheduling and completing Job Items Tracking labor, material, tool and equipment costs related to a Job Items. Identifying and reporting variances between Job Item and actual condition observed. Responding to Change Requests by customer representative's. Developing and Issuing of Job Items: Upon award of a contract, our Estimating Department will develop and issue Job Items based on the customer s specification. Job Items will include: Description of work to be performed. Material required Allocated hours per crafts Required completion date. Job Items are published and regularly updated on the production network. Scheduling and Completing Job Items: The Production Manager, Project Manager, Quality Assurance Manager and Craft Foreman will review each Job Item. Craft Foreman will: Submit Material Requisition for required material. Schedule manpower. Report any manpower conflicts to both the Production Manager and assigned Project Manager. Report any schedule delays due to material shortages to both the Production Manager and Project Manager. Complete the required work. Report any potential impact that another Crafts work, or other interferences, may have on completion of work to Project Manager. Ensure that Craft personnel do not deviate from the scope of work detailed in the Job Item unless reported to and authorized by the Project Manager. The Project Manager will: Review all Job Items pertaining to a contract to identify and resolve any scheduling conflicts. Develop an overall contract schedule and track progress of Job Items to ensure contract completion date will be met. Report immediately to the Production and Chief Estimators if it appears that the scheduled contract completion date will not be met. Review Material Requisitions to ensure appropriate material is timely ordered. Coordinate equipment requirements (cranes, material handling, welding etc.) with Production Manager. Assist Crafts in conjunction with Production Manager in resolving manpower scheduling and interference issues. Maintain close liaison with the Customer On-site Representative's. If it appears the contract scheduled completion date may not be met, the Chief Estimator will: Meet with the Production Manger and Project Manager to determine if the schedule can be revised in order to meet the delivery date. Advise the Customer Representative of the circumstances causing the potential delay and request an extension. Due to the increased costs for both the customer and the shipyard, it is NFSY s goal to make every effort possible to meet the scheduled delivery date. Tracking Manpower, Material & Equipment Costs: NFSY s job costing system has the capability of tracking all costs associated with each Job Item of a Contract. The Craft Foreman will ensure that: All department hours used on the Job Item are assigned on time cards to the correct item. Materials and consumables required to complete the Job Item are correctly allocated. Potential cost over-runs are identified early and reported to the Project Manager. The Project Manager will: Monitor all costs and provide periodic reports to the Production Manager, Chief Estimator and President. Identifying and Reporting Variances from Job Items: In some instances the scope of work as detailed in the Job Item cannot be completed in accordance with the customer s specification due to a variance between this specification and the physical equipment/ship structural layout. When the Craft Foreman first becomes aware of this variance, the foreman will: Immediately advise the Project Manager and Production Manager of the variance. Not proceed with any work that is outside the scope of the Job Item. The Project Manger will: Notify the Customer Representative and the Estimating Department of this variance. Work with the applicable Crafts and Customer Representative to develop a recommended revision to the scope of work. Provide Estimating Department with the recommended revision. Assess the impact of the overall contract schedule. The Chief Estimator will: Meet with the Customer Representative to agree on the change of scope of work required to complete the Job Item. Prepare a Change Order that reflects the change in the scope of the work. This Change Order may be either a cost increase or credit. Costing will be based on an estimate of hours required at NFSY s normal rates and material cost plus NFSY s normal mark-up Negotiate the Change Order with the Customer Representative. Depending on the circumstances and the desires of the Customer Representative, this Change Order may be either on a Fixed Price Basis or a Cost Plus Basis After acceptance by the Customer Representative, the Chief Estimator will issue a Change Order for the Job Item. Customer Initiated Change Requests: The Customer Representative may direct that: The scope of a Job Item be increased or decreased; and/or A new Job Item be added or an existing Job Item be deleted. If a Craft Foreman is informed by the Customer Representative of a proposed change, he will: Immediately advise the Project Manager. Ensure that personnel in his department do not proceed with work related to this proposed change until directed by the Project Manager. T he Project Manager will: Work with the Customer Representative and applicable Crafts to recommend a scope of work to address the customer s new requirements. Assess the impact the change will have on the overall contract completion date. Provide Chief Estimator with the recommended scope of work to accommodate requested change and impact, if any, to contract completion date. The Chief Estimator will: Meet with the Customer Representative to agree on the change of scope of work required to complete the Job Item. Prepare a Change Order that reflects the change in the scope of the work. This Change Order may be either a cost increase or credit. Costing will be based on an estimate of hours required at NFSY s normal rates and material cost plus NFSY s normal mark-up Negotiate the Change Order with the Customer Representative. Depending on the circumstances and the desires of the Customer Representative, this Change Order may be either on a Fixed Price Basis or a Cost Plus Basis After acceptance by the Customer Representative, the Chief Estimator will issue a Change Order for the Job Item. New Page 0 Employee Directory Corporate Office The main telephone line to contact all personnel working at our corporate office is: 904-354-3278. When directed please dial the three digit extension to contact your party. Name Title/ Function Tel. Ext. E-Mail Joseph Shiffert Chairman 201 shiffertjb@northfloridashipyard.com Matthew Self President 205 selfmj@northfloridashipyard.com Robert Wilson Vice-President/ CFO 220 wilsonrs@northfloridashipyard.com Mike Toups Estimator 214 toupsmc@northfloridashipyard.com Jim Spivey Personnel Director 249 spiveyjf@northfloridashipyard.com Anna Dunn Corporate Secretary 204 dunnal@northfloridashipyard.com David Quinn Purchasing Agent 222 quinnda@northfloridashipyard.com Don Nickle Accountant 236 nickled@northfloridashipyard.com Barry Shiffert Buyer 223 shiffertbj@northfloridashipyard.com Shirley Toler Payroll 240 tolers@northfloridashipyard.com Vern Wright Safety 253 wrightvl@northfloridashipyard.com Carol Crews Executive Assistant/Accounts Receivable 202 crewscj@northfloridashipyard.com Nellie Dennard Accounts Payable 233 denardngj@northfloridashipyard.com Dennis Baggett Receiving /Transportation 227 baggettdw@northfloridashipyard.com Lynne Byrne Personnel 251 byrnelj@northfloridashipyard.com Mitch Price Medical 255 pricema@northfloridashipyard.com Sharon Cummings Personnel 250 cummingsssw@northfloridashipyard.com Russ Robison Security 247 Commodore Point Yard The main telephone line to contact all personnel working at our corporate office is: 904-354-3278. When directed please dial the three digit extension to contact your party. Name Title/ Function Tel. Ext. E-Mail Jim Becker General Manager 140 beckeraj@northfloridashipyard.com Ollie Oliver Clerk 141 oliverhd@northfloridashipyard.com Steve Ashley Dock Master/Project Manager 143 ashleysc @northfloridashipyard.com Rickey Zasada Quality Assurance/Project Manager 142 zasadarm@northfloridashipyard.com John Coughlin Pipe Shop Foreman 187 coughlinjw@northfloridashipyard.com Doug Gordon Fab Shop Foreman 148 gordondt@northfloridashipyard.com Carlos Garcia Paint & Labor Shop Foreman 151 garciacc@northfloridashipyard.com Joe Lamb Machine Shop Foreman 154 lambjj@northfloridashipyard.com Curtis Merz Electrical Shop Foreman 260 merzci@northfloridashipyard.com Mayport Naval Station Facility The main telephone line to contact all personnel working at our Mayport Naval Station facility is: 904-249-7266 Name Title Tel. Ext. E-Mail Gary Million General Manager 101 millionga@northfloridashipyard.com Teresa Glardon Admin. Assistant 102 nfsy@northfloridashipyard.com Mike Cook Project Manager 116 cookmn@northfloridashipyard.com William (Bim) Cummings Project Coordinator 109 cummingswv@northfloridashipyard.com Butch Bounds Fabrication Shop Foreman 123 boundsjl@northfloridashipyard.com Bill Lowry Machine Shop Foreman 118 lowrybj@northfloridashipyard.com Bobby Smith Electrical Shop Foreman 141 smithrl@northfloridashipyard.com Carl Baggett Pipe Shop Foreman 124 baggettcm@northfloridashipyard.com Chuck Toler Paint & Labor Shop Foreman 122 tolerce@northfloridashipyard.com David Martin Buyer martindp@northfloridashipyard.com New Page 0 Employment Opportunities Immediate Skilled Trade Openings: (updated 11/07/05) North Florida Shipyards is currently hiring for the following skilled trades: Ship Fitters Welders Skilled Labor Positions: We welcome applicants, to be held on file pending openings, for the following skilled trades: Welders Fitters Tackers/Helpers Mechanics Marine Electricians Outside Machinists Marine Insulators Painters/Blasters Personnel, with experience and qualifications in the above trades, who are interested working at the shipyard, should contract our Personnel department. Professional Positions: North Florida Shipyards is not currently accepting applications for professions positions: Benefits: North Florida Shipyards offers competitive wages and comprehensive benefits. For further details, see our Benefits page. Employee Handbook: Our employee handbook is designed to acquaint both prospective and existing employees information about working conditions, employee benefits, and some of the policies affecting employment. It describes many of the responsibilities of our employees and outlines the programs developed by North Florida Shipyards to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. For further details, see our Employee Handbook page. Personnel Contact Information: Apply in person at: North Florida Shipyards, Inc. Foot of East Adams Street Jacksonville, FL 32202 Mail job applications or resume to: North Florida Shipyards, Inc. P.O. Box 3255 Jacksonville, FL 32206 Fax job applications or resume to: 904-356-1668 E-mail job applications or resumes to: personnel@northfloridashipyard.com New Page 0 Vendor Opportunities Our purchasing goal is to acquire all required material and services to meet our customer s requirements from suppliers that timely provide quality products and services that fully meet specifications at competitive prices. We seek mutually beneficial long-term relationships with suppliers; however at the same time we are interested in discussing opportunities with potentially new suppliers that will help us achieve our purchasing goal. The following information is available for the vendors: Standard Terms & Conditions Ordering Procedures Insurance Requirements Purchasing Contacts: David A. Quinn, Purchasing Agent Tel: 904-354-3278 Ext: 222 Fax: 904-353-7621 E-mail: quinnda@northfloridashipyard.com Barry J. Shiffert, Buyer Tel: 904-354-3278 Ext: 223 Fax: 904-354-7621 E-Mail: shiffertba@northfloridashipyard.com New Page 0 Agents The following individual is an authorized agent of North Florida Shipyards: William A. G. Hogg Alba Marine Consulting L.C. 67-11 166th Street Fresh Meadows, NY 11365 Tel: 718-939-9596 Fax: 718-460-0470 E-Mail: wahogg@worldnet.att.net Welcome To North Florida Shipyards, Inc. This page uses frames, but your browser doesn't support them. New Page 0 Employee Benefits Health, Dental and Vision Plans Health, Dental and Vision Plans are available to North Florida Shipyards employees once they have reached 91 st day of employment. However, if you decline the health or vision plan you will be eligible again in November of each year when enrollment is open to all employees You have the choice of plans for Health and Dental Care; select the plan that best suits your needs and your family s needs. Health Benefits Employees are eligible for enrollment in North Florida Shipyard s health coverage upon working 91 days. If coverage is not elected at this time the employee will once again be eligible at open enrollment in November of each year. HMO You select a doctor from the list of Blue Cross Blue Shield doctors, this becomes Your Primary Care Provider he/she will be used to get referrals to see any other type of doctor that you may need to see.. Care must be received from or arranged by your Primary Care Physician. HMO Physician Office Services have a co pay from $15 to $35 per visit depending on the type of care that is being given. Hospital Service (Inpatient Facility) is $150 per day/ $750 max. per stay. For out patient facility there will be a co pay of $200. (Out patient surgery, same day type. Blue Cross and Blue Shield HMO also provide maternity, mental, substance dependency, infertility, with co pays and special service such as hospice care, skilled nursing (90 days per calendar year), home care, ambulance, durable medical equipment, emergency prosthetics and orthotics with no co pay. Maximum Out-of-Pocket for Member is $1,500 and $3,000 per family. PPO With the Blue Choice PPO Physician Plan, you get the freedom to choose between convenient, affordable care from you PPO network Physician, or other providers for care as you see fit. In order to take advantage of lower out-of-pocket costs, simply choose a PPO network provider from the list provided.. PPO health care has calendar year deductibles from $300 for Individual and $900 for Family coverage. PPO has a coinsurance percentage payable by BCBSF depending of whether the provider is a participating provider. PPO providers 90%, Non-participating providers 70%. Ambulance services 90% Office services by both PPO providers and other providers are $15 per visit. Note durable medical equipment, prosthetics and Orthotics are always subject to the individual calendar year deductible and coinsurance; no co-payment applies. There are calendar year maximums per insured for mental health services such as 30 day for inpatient days/visits or combination of both, 20 days for outpatient visits. The maximum for home care is $2,500 for calendar year Skilled Nursing maximum is 60 days. Lifetime maximums per insured are Total Lifetime Maximum Benefit $5,000,000 Substance dependency Care and Treatment Benefit Maximum $2,500. Hospice Benefit Maximum $7,500 Both HMO and PPO have a three (3) tier pharmacy benefit. When prescribed by a participating physician and filled at a participating pharmacy the amount you will pay: a) Generic $7.00 b) Brand $20.00 c) Non-preferred $35.00 For your convenience, a 90 day supply of maintenance medication is available through the mail order pharmacy in the amounts below: a) Generic $14.00 b) Brand $40.00 c) Non-preferred F$70.00 Blue Cross Blue Shield also as 24-hour web site to many self service choices and other health related information by going to www.bcbsfl.com . You can: Verify your personal Information Review Your Coverage View Your Claims Request Information Download Forms Search Frequently Asked Questions Find a Provider And Much More Blue Cross Blue Shield also has Discounts and More through Blue Complements such as: Vitamins & herbal Supplements Hearing Aids & Exams Safety Products Alternative Health Providers Vision Care Discounts Laser Surgery Discounts on exams, frames, lens and contact lens Fitness Club Discounts & Products Personal Body Care When enrolling with the health plan our employees also receive Term Life Insurance in the amount of $30,000. This is part of the cost of the insurance coverage. Dental Plan North Florida Shipyards also has a Dental Plan through Fortis Benefits Insurance Company. There are two (2) plans offered to our employees. The first plan we offer to employees is the Elite plan and is available to all employees anytime that they decide to enroll. The second plan we offer our employees is the Pro-Two plan and that is only available to employees at their 91 st day of employment or at open enrollment in August. Managed Care/Elite Plan If you choose this plan, you will select a general dentist for the entire family. You may change your dentist throughout the plan year, but all services must be performed by a participating provider. You will then be responsible for any co payments, which are reduced fees that you will pay directly to the dentist for some dental procedures. Indemnity/Pro Two Plan If you choose this plan it provides a variety of benefits, but under this plan, you and your family may use a dentist or specialist. The indemnity plan pays a percentage of allowable charge for those covered services. Benefits are paid after any applicable deductible has been met, up to the annual maximum. Indemnity plan features, freedom to choose any dentist, including specialists, nationwide coverage, 12-month rate guarantee, fast and accurate claims service and no referrals required. Vision Care This plan covers: One vision exam once a year One pair of prescription lenses once in any 12 month period One new frame in any 24 month period Contact lenses are a combined cost of an annual vision exam, contact lens evaluation exam, fitting costs and contact lenses up to a maximum of $105. 00. Replacement will not be more often than once in any 12 month period. The co payment is waived. This plan provides for co payments of: Vision Examination $10.00 Materials $15.00 New Page 0 Employee Handbook 101 NATURE OF EMPLOYMENT Employment with NFSY is voluntarily entered into and the employee is free to resign at will at any time, with or without cause. Similarly, NFSY may terminate the employment relationship-at-will at any time, with or without notice or cause, so long as there is no violation of applicable federal or state law. Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between NFSY and any of its employees. The provisions of the handbook have been developed at the discretion of management and, except for its policy of employment-at-will, may be amended or cancelled at any time, at NFSY s sole discretion. These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the President of NFSY. 102 EMPLOYEE RELATIONS NFSY believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors. Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that NFSY amply demonstrates its commitment to employees by responding effectively to employee concerns. In an effort to protect and maintain direct employer/employee communications, we will resist organization, within applicable legal limits, and protect the right of employees to speak for their selves. Our company is non-union. We are dedicated to remaining non-union and will do everything within our legal power to remain so. If and when employees examine the option of union representation, we strongly encourage careful consideration of such related issues as: regular deductions from paychecks for union dues, the potential for outside interference with supervisory relationships, and the commitment to comply with directions from unions. 103 EQUAL EMPLOYMENT OPPORTUNITY In order to provide equal employment and advancement opportunities to all individuals, employment decisions at NFSY will be based on merit, qualifications, and abilities. NFSY does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. NFSY will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment including selection, job assignment, compensation, discipline, termination, and access to benefits and training. In addition to a commitment to provide equal employment opportunities to all qualified individuals, NFSY has established an Affirmative Action Program to promote opportunities to all qualified individuals in certain protected classes throughout the organization. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor and the Personnel Director. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. 106 EMPLOYEE MEDICAL EXAMINATIONS To help ensure that employees are able to perform their duties safely, medical examinations may be required. After an offer for employment has been made to an applicant, the start date is contingent upon satisfactory completion of a physical examination. NFSY s licensed Health Care Professional will perform this examination. If irregularities are found during this examination, the applicant will be referred to his/her personal physician and must obtain a release from that physician in order to begin work at NFSY. Information on an employee s medical condition or history will be kept separate from other employee information and maintained confidentially. Access to this information will be limited to the Company President, the Medical/Safety Manager, the Personnel Director, and those who have a legitimate need to know as determined by the Medical/Safety Manager. 107 IMMIGRATION LAW COMPLIANCE NFSY is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new employee and former employees who are rehired, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Employees with questions who are seeking more information on immigration law issues are encouraged to contact the Personnel Director. Employees may raise questions or complaints about immigration law compliance without fear of reprisal. 107 CONFLICTS OF INTEREST Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which NFSY wishes the business to operate. The purpose of these guidelines is to provide general direction so those employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the Personnel Director for more information or questions about conflicts of interest. Transactions with outside firms must be conducted within a framework established and controlled by the executive level of NFSY. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of NFSY s business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. No presumption of guilt is created by the mere existence of a relationship with outside firms. However, if an employee has any influence on transactions involving purchases, contracts, or leases, it is imperative that he or she disclose to an officer of NFSY as soon as possible the existence of any actual or potential conflict of interest. Safeguards may then be established to protect all parties. Personal gain may result not only in cases where an employee or relative have a significant ownership in a firm, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealing involving NFSY. 108 OUTSIDE EMPLOYMENT Employees may hold outside jobs as long as they meet the performance standards of their job with NFSY. All employees will be judged by the same performance standards and will be subject to NFSY s scheduling demands, regardless of any existing outside work requirements. If NFSY determines that an employee s outside work interferes with performance or the ability to meet the requirements of NFSY as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with NFSY. Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside NFSY for materials produced or services rendered while performing their jobs. 201 EMPLOYMENT CATEGORIES It is the intent of NFSY to clarify the definitions of employment classifications so that employee's understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and NFSY. Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee s EXEMPT or NONEXEMPT classification may be changed only upon written notification by NFSY management. In addition to the above categories, each employee will belong to one other employment category: REGULAR FULL-TIME employees are those who are not in a temporary or introductory status and who are regularly scheduled to work NFSY s full-time schedule. Generally, they are eligible for NFSY s benefit package, subject to the terms, conditions and limitations of each benefit program. INTRODUCTORY employees are employees whose performance is being evaluated to determine whether further employment in a specific position or with NFSY is appropriate. Employees who satisfactorily complete the introductory period will be automatically reclassified as a regular full-time employee after ninety (90) days of employment. PART-TIME employees are those who are on an as needed basis and are not in a regular full-time status. These employee s are not eligible for NFSY s benefit package and do not earn vacation. 202 ACCESS TO PERSONNEL FILES NFSY maintains a personnel file on each employee. The personnel file includes such information as the employee s job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment information. NFSY also maintains Medical/Exposure files on each employee. The medical/exposure file includes such information as emergency medical contact, personal medical information, accident reports and other medical information. Personnel and Medical/Exposure files are the property of NFSY and access to the information they contain is restricted. Generally, only supervisors and management personnel of NFSY who have a reason to review information in a file are allowed to do so. With reasonable advance notice, employees may review their own personnel and medical/exposure files in NFSY s offices and in the presence of an individual appointed by NFSY to maintain the files. 203 EMPLOYMENT REFERENCE CHECKS To ensure that individuals who join NFSY are well qualified and have a strong potential to be productive and successful, it is the policy of NFSY to check the employment references of all applicants. The Personnel Director will respond to all reference check inquiries from other employers. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held. 204 PERSONNEL DATA CHANGES It is the responsibility of each employee to promptly notify NFSY of any changes in personal data. Personal mailing addresses, telephone numbers, numbers and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personal data has changed, notify the Personnel Director. 205 INTRODUCTORY PERIOD The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. NFSY uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or NFSY may end the employment relationship-at-will any time during or after the introductory period, with or without cause or advance notice. All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any absence of more than three days will automatically extend an introductory period by the length of absence. If NFSY determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee s performance, the introductory period may be extended for a specified period. Upon satisfactory completion of the introductory period, employees enter the regular employment classification. During the introductory period, new employees are eligible for those benefits that are required by law, such as Worker s Compensation Insurance and Social Security. After becoming regular employees, they may also be eligible for other NFSY provided benefits, subject to the terms and conditions of each benefit program. Employees should read the information for each specific benefits program for the details on eligibility requirements. 208 EMPLOYMENT APPLICATIONS NFSY relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in NFSY s exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment. 209 PERFORMANCE EVALUATION Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. A formal written performance evaluation will be conducted at the end of an employee s initial period of hire, known as the introductory period. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. Performance evaluations are scheduled at 30, 60 and 90 days during an employee s introductory period and then once each year, coinciding with the anniversary of the employee s original date of hire. Merit-based pay adjustments are awarded by NFSY in an effort to recognize truly superior employee performance. The decision to award such an adjustment is dependent upon numerous factors, including the information documented by this formal performance evaluation process. 301 EMPLOYEE BENEFITS Eligible employees at NFSY are provided a wide range of benefits. A number of the programs (such as Social Security, Worker s Compensation, State Disability, and Unemployment Insurance) cover all employees in the manner prescribed by law. Benefit eligibility is dependent upon a variety of factors, including employee classification. The Personnel Director or your supervisor can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook. The following benefit programs are available to eligible employees: Auto Mileage Bereavement Leave College/Technical Training Reimbursement Drug Testing Payroll Deductions for Dental Family and Medical Leave Holidays Jury Duty Leave Group Medical Insurance Military Leave 401K Program Travel Allowances Uniform and Uniform Maintenance Vacation Benefits Profit Sharing Some benefit programs require contributions from employees, but most are fully paid by NFSY. The benefit package for regular full-time employees represents an additional cost to NFSY of approximately 35 percent of wages. 301 VACATION BENEFITS Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation and personal pursuits. Vacation time for an employee with 1-2 years of continuous employment is 40 hours each year. An employee with 3-10 years is 80 hours each year. Employees with 11 or more years will receive an additional 8 hours for each year commencing with the 11 th year up to 120 hours maximum vacation time. Employees must work at least one day in a given week to earn vacation time for that week. After five years of employment, time off will not affect the earning of vacation time and time will be earned for each week the employee is on the payroll regardless of days worked. Vacation time is taken in 8-hour increments. No partial days will be taken as vacation. Any vacation time accumulated that becomes a fraction of an 8 hour day will be rounded up or down using the following guidelines: anything under 4 hours will be rounded down to zero; anything 4 hours or above will be rounded up to 8 hours. All regular full-time employees are entitled to vacation after completing one year of continuous employment. Vacation time is accrued at a rate of 0.7693 per week for the first 2 years; 1.55 hours per week for years 3 through 10; and upon completing 11 years of employment, and each year thereafter, the employee will be eligible for an additional 8 hours vacation time. 11 years = 1.693 hours per week 12 years = 1.85 hours per week 13 years = 2.0 hours per week 14 years = 2.154 hours per week 15 years and up = 2.31 hours per week (Employee has now reached maximum allowed vacation.) Upon completion of one year of service, an employee is eligible to take time accrued in the first year of continuous service. The number of days accrued in the first year is calculated from date of hire to December 31 st of the year of hire. In the second and successive years vacation time will accrue from January 1 st to December 31 st . EXAMPLE: Hire date: 11/1/01 Anniversary Date: 11/1/02 8 weeks X 0.7693 = 6.15 hours (All vacation time will be rounded off. Anything less than 4 hours would be zero vacation time and anything over 4 hours would equal 8 hours vacation time.) 11/1/02 to 12/31/02 Employee can take 6.15 hours earned in 2001 (8 hours). 1/1/03 to 12/31/03 Employee would be eligible to take the hours-accrued in 2002 (40 hours maximum). EXAMPLE: 3 Yr. Anniversary Date: 11/1/04 1/1/04 to 12/31/04 - Employee will earn vacation at 1.55 hours per week (80 hours maximum). 1/1/05 to 12/31/05 Employee would be eligible to take the hours accrued in 2004. EXAMPLE: 11 Yr. Anniversary Date: 11/1/12 1/1/12 to 12/31/12 Employee will earn an additional 8 hours of vacation time for completing 11 th year of employment. 1/1/13 to 12/31/13 Employee would be eligible to take the additional 8 hours accrued in 2012 (88 hours maximum). EXAMPLE: 12 Yr. Anniversary Date: 11/1/13 1/1/13 to 12/31/13 Employee will earn an additional 8 hours of vacation time for completing 12 th year of employment. 1/1/14 to 12/31/14 Employee would be eligible to take the additional 8 hours accrued in 2013 (96 hours maximum). EXAMPLE: 13 Yr. Anniversary Date: 11/1/14 1/1/14 to 12/31/14 Employee will earn an additional 8 hours of vacation time for completing 13 th year of employment. 1/1/15 to 12/31/15 Employee would be eligible to take the additional 8 hours accrued in 2014 (104 hours maximum). EXAMPLE: 14 Yr. Anniversary Date: 11/1/15 1/1/15 to 12/31/15 Employee will earn an additional 8 hours of vacation time for completing 14 th year of employment. 1/1/16 to 12/31/16 Employee would be eligible to take the additional 8 hours accrued in 2015 (112 hours maximum). EXAMPLE: 15 Yr. Anniversary Date: 11/1/16 1/1/16 to 12/31/16 Employee will earn an additional 8 hours of vacation time for completing 15 th year of employment. 1/1/17 to 12/31/17 Employee would be eligible to take the additional 8 hours accrued in 2016 (120 hours maximum). Employees reach their maximum number of vacation hours upon completing their 15 th year (120 hours). Vacation hours for years 16 and beyond will be 120 vacation hours each year. Vacation time off is paid at the employee s base pay rate at the time of vacation. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. Vacation time will be scheduled at a time agreeable to both the employee and the supervisor. If paid holidays fall within the scheduled vacation period, the holiday will not be charged as a vacation day. As stated above, employees are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits. In the event that available vacation is not used by the end of the benefit year, employees will forfeit the unused time. Upon termination of employment, employees will not be paid for unused vacation time. Furthermore, an employee may not use vacation time once he/she has given notice of intent to resign. 305 HOLIDAYS NFSY will grant holiday time off to all employees on the holidays listed below: New Year s Day (January 1) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Thanksgiving (fourth Thursday in November) Christmas (December 25) NFSY will grant holiday time off to all eligible employees who have completed 90 calendar days of service in an eligible employment classification. Holiday pay will be calculated based on the employee s straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. Only regular full time employees are eligible for holiday pay. To be eligible for holiday pay, employees must work the last scheduled day immediately preceding the holiday, and the first scheduled day immediately following the holiday. However, the employee s Division Manager may give the employee an approved day off due to lack of work (must be a Code 11) on those days with no loss of holiday pay. A recognized holiday that falls on a Saturday will be observed on the proceeding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday. If a recognized holiday falls during an eligible employee s paid absence for vacation, the employee will receive holiday pay and will not be charged for a vacation day. If an eligible nonexempt employee works on a recognized holiday, he or she will receive holiday pay plus wages at one and one-half times his or her straight-time rate for the hours worked on the holiday. 306 WORKERS COMPENSATION INSURANCE NFSY provides a comprehensive Workers Compensation Program at no cost to employees. This program provides benefits for any injury or illness sustained in the course of employment that required medical treatment and/or wage loss after the required waiting period prescribed by law. Employees who sustain any work-related injuries or illnesses must inform their supervisor immediately. No matter how minor an on-the-job injury may appear it is important that it be reported immediately. This will enable an eligible employee to qualify for immediate benefits. The Medical/Safety Department must authorize all medical treatment. All employees assigned to light duty resulting from a workplace injury will receive their regular wages for a period of 30 days. If at the end of 30 days the employee is still on light duty his/her wages will be adjusted to the pay associated with the job assignment. If restrictions of light duty allow the employee to perform his/her normal job description there will be no change. NFSY will not be liable for the payment of Workers Compensation Benefits for injuries that occur during an employee s voluntary participation in any off-duty recreational, social, or athletic activity sponsored by NFSY. Worker s Compensation should not be confused with group medical insurance, which will cover employees for accidents, and sickness not related to the job. 309 BEREAVEMENT LEAVE If an employee wishes to take time off due to the death of an immediate family member, the employee should notify his or her supervisor immediately. Unpaid time off will be granted to allow the employee to attend the funeral and make any necessary arrangements associated with the death. Approval of bereavement leave will occur in the absence of unusual operating requirements. Any employee may, with the supervisor s approval, use any available vacation for additional time off as necessary. NFSY defines immediate family as the employee s spouse, parent(s), grandparents, child/children, sibling(s), a child s spouse, and grandchildren. This also includes parent(s) and siblings of the employee s spouse. Family leave may be granted if the employee desires to take more than three days off as the result of the death of an immediate family member. 310 JURY DUTY NFSY encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees in an eligible classification may request up to one week of paid leave for jury duty over any one-year period. Jury duty pay will be calculated on the employee s base pay rate time eight hours for each day of jury duty. Only regular full-time employees qualify for paid jury duty. If employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any available paid time off (for example, vacation benefits) or may request an unpaid leave of absence for jury duty. Employees must provide the jury duty summons to their supervisor and the Personnel Director as soon as possible so that the supervisor and Personnel Director may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits. Either NFSY or the employee may request an excuse from jury duty if, in NFSY s judgement, the employee s absence would create serious operational difficulties. NFSY will continue paying its portion of the health insurance benefits for those employees that are eligible during the full term of the jury duty absence. Vacation, sick leave and holiday benefits, will continue to accrue during unpaid jury duty leave. The employee is required to provide NFSY Personnel Director with documentation signed by the Clerk of the Court indicating dates and times the employee was present for jury duty. 313 COBRA The federal Consolidation Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under NFSY s health plan when a qualifying event would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee s hours or a leave of absence; an employee s divorce or legal separation, and a dependent child no longer meeting eligibility requirements. Under COBRA, the employee or beneficiary pays the full cost of coverage at NFSY s group rates plus an administration fee. NFSY provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under NFSY s health insurance plan. The notice contains important information about the employee s rights and obligations. 314 EDUCATIONAL REIMBURSEMENT PROGRAM NFSY recognizes that the skills and knowledge of its employees are critical to the success of the organization. The educational reimbursement program encourages personal development through formal education so those employees can maintain and improve job-related skills or enhance their ability to compete for reasonably attainable jobs within NFSY. NFSY will provide educational reimbursement to all eligible employees who have completed one year of service in an eligible employment classification. To maintain eligibility employees must remain on the active payroll and be performing their job satisfactorily through completion of each course. Only regular full-time employees are eligible for educational reimbursement. Individual courses or courses that are part of a degree, licensing, or certification program must be related to the employee s current job duties or a foreseeable-future position in the organization in order to be eligible for educational reimbursement. NFSY has the sole discretion to determine whether a course relates to an employee s current job duties or a foreseeable-future position. Employees should contact the Personnel Director for more information or questions about the educational reimbursement program. While educational reimbursement is expected to enhance employees and their professional abilities, NFSY cannot guarantee that participation in formal education will entitle the employee to automatic advancement, a different job assignment, or pay increases. 313 401K PROGRAM All NFSY employees with one (1) year continuous service are eligible to participate in the company s 401K program Minimum deduction for 401K is 1% of the employee s gross earnings and a maximum of 15%. NFSY will match for every dollar contributed twenty-five cents. Participants must be employed for seven (7) years to be 100% vested. Contributions can be changed (increased or decreased) twice a year (January and June). Any questions regarding the 401K Program may be addressed to the Personnel Director. 401 TIME KEEPING Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state laws require NFSY to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. Nonexempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved before it is performed. Altering, falsifying, tampering with time records, or recording time on another employee s time record may result in disciplinary action, up to and including termination of employment. Nonexempt employees should not start work more than ten minutes prior to their scheduled starting time nor stay more than ten minutes after their scheduled stop time without expressed, prior authorization from their supervisor. It is the employee s responsibility to sign his or her time record to certify the accuracy of all time recorded. The supervisor will review and then initial the time record before submitting it for payroll processing. In addition, if corrections or modifications are made to the time record, both the employee and the supervisor must verify the accuracy of the changes by initialing the time record. 402 PAYDAYS NONEXEMPT employees are paid weekly every Thursday. SALARIED employees and administrative personnel are paid bi-weekly on every other Thursday. Each paycheck will include earnings for all work performed through the previous Sunday. In the event that a regularly scheduled payday falls on a day off such as a weekend or holiday, employees will receive pay on the last day of work before the regularly scheduled payday. If a regular payday falls during an employee s vacation, the employee s paycheck will be available upon his or her return from vacation. All active employees at Commodore s Point will be paid at the end of the first shift each Thursday at the pay window (no earlier than 3:00 p.m. ). All other divisions will be paid after 3:00 p.m. in an area specified by the General Manager. Lay-off and terminated employees must pick up their checks in the Personnel Office between 3:00 p.m. and 5:00 p.m. All final checks for lay-off and terminated employees will not be released until they have been cleared by the tool room and the Personnel Office (for uniform return). Only the employee can pick up his or her paycheck unless the employee provides written permission for another individual to receive the paycheck. The other person must provide picture ID when they pick up the check. 405 EMPLOYMENT TERMINATION Termination of employment is an inevitable part of personnel activity within an organization. Many reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated: RESIGNATION Voluntary termination of employment initiated by an employee. DISCHARGE Involuntary termination of employment initiated by the organization. LAYOFF Involuntary termination of employment initiated by the organization for non-disciplinary reasons. RETIREMENT Voluntary termination of employment initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization. NFSY will generally schedule exit interviews at the time of employment termination. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to NFSY, or return of NFSY-owned property. Suggestions, complaints, and questions can also be voiced. Since employment with NFSY is based on mutual consent, both the employee and NFSY have the right to terminate employment at will, with or without cause, at any time. Employee benefits will be affected by employment termination in the following manner. All accrued, vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee s expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance. 408 PAY ADVANCES NFSY does not provide pay advances to employees on earned or unearned wages. 409 ADMINISTRATIVE PAY CORRECTIONS NFSY takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of his/her Clerk or Foreman to ensure the accuracy of all of his/her time cards so that corrections can be made as quickly as possible. 410 PAY DEDUCTIONS AND SETOFFS The law requires that NFSY make certain deductions from every employee s compensation. Among these are applicable federal, state and local income taxes. NFSY also must deduct Social Security taxes on each employee s earnings up to a specified limit that is called the Social Security wage base . NFSY matches the amount of Social Security taxes paid by each employee. NFSY offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paycheck to cover the costs of participation in these programs. Pay setoffs are pay deductions taken by NFSY, usually to help pay off a debt or obligation to NFSY or others. If you have a question(s) concerning why deductions were made from your paycheck or how they were calculated, contact the Personnel Director who will assist in having your question(s) answered. The following pay and deduction abbreviations may appear on your paycheck: DE = Dental LO = Loan DO = Domestic Relations MI Mileage Pay EX = Expense Advance OT = Overtime Pay FI = FICA (Social Security) PU = Tool Room Purchase FW = Federal Withholding PP = Personal Purchase HO = Holiday Pay RE = Refund IN = Insurance RG = Regular Pay 501 SAFETY To assist in providing a safe and healthful work environment for employees, customers, and visitors, NFSY has established a workplace safety program. This program is a top priority for NFSY. The Division Manager has responsibility for implementing, monitoring, and evaluating the safety program. The Safety Manager administers the program. Its success depends on the alertness and personal commitment of all. NFSY provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, the NFSY Safety Manual, memos, or other written communications. Employees and supervisors receive periodic workplace safety training. The training covers potential safety and health hazards and safe work practices and procedures to eliminate or minimize hazards. Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or with another supervisor or manager, or bring them to the attention of the Safety Manager. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal. Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment. In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate supervisor and the Safety Manager. Such reports are necessary to comply with laws and initiate Workers Compensation Benefits procedures. 502 WORK SCHEDULES Work schedules for employees vary throughout NFSY. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. When an employee is scheduled for work and reports as scheduled but is prevented from working due to lack of orders, power failure, schedule change, equipment failure, inclement weather, or miscommunication by the supervisor, the following will apply: 1. If the employee reports and performs work prior to being sent home, he or she will receive a minimum of 2 hours pay. 2. If no work is performed prior to the employee being sent home, the employee will not be paid. Employees will be notified not to report to work at their regular starting time by a notice posted in the shop office the preceding work day or by letter or oral announcement prior to the end of the preceding work day. 504 USE OF TELEPHONES/BEEPERS Personal use of company telephones is not permitted; this includes local calls. Employees may be required to reimburse NFSY for any charges resulting from their personal use of the telephone. A public pay phone is available for personal outgoing calls during breaks, meal periods, or at other times, with the supervisor s permission. Due to the inherent dangers and hazards involved with shipyard work, personal cell phones will not be carried on your person during working hours. They may be stowed in your locker or left in your vehicle. Beepers may be worn by any employee providing they are not a cause for work stoppage or disruption during the employee s normal working hours and should be viewed only as an emergency contact device. Due to the limitations of the NFSY telephone system and the nature of the work in the shipyard, it is not practical for individuals to receive personal phone calls during working hours. If there is an emergency call, employees will be notified immediately. To ensure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so. 505 SMOKING In keeping with NFSY s intent to provide a safe and healthful work environment, smoking in the workplace is discouraged. Non-smoking areas are clearly designated where smoking is expressly prohibited, and employees are asked to respect these designations. In situations where the preferences of smokers and nonsmokers are in direct conflict, the preference of non-smokers will prevail. This policy applies equally to all employees, customers, and visitors. 506 MEAL PERIODS All full-time employees are provided with one period of 45 minutes in length each workday. Supervisors will schedule meal periods to accommodate operating requirements. Employees will be relieved of all active responsibilities and restrictions during meal periods and will not be compensated for that time. 507 OVERTIME When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime hours. When possible, advance notification of these mandatory assignments will be provided. All overtime work must receive the supervisor s prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work. Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on medical leave, family leave, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations. 505 USE OF EQUIPMENT AND VEHICLES Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer any questions about an employee s responsibility for maintenance and care of equipment or vehicles used on the job. The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment. 580 EMPLOYEE TOOLS Employees are expected to supply their own hand tools for the performance of their job. Supervisors will advise employees as to what tools will be required for their craft. Certain job-specific tools will be furnished by NFSY. Areas near each work area provide for storage of personal tools. Employees are not required to keep any personal tools on the premises, but they must have the required tools on the job. Personal tools may be removed from NFSY premises during the day shift only by obtaining a pass from the Tool Room and presenting it to the Security Officer at the gate. All outgoing toolboxes or bags are subject to search. 581 TOOL ROOM POLICY Employees who wish to check out a tool must present their I.D. Badge at the tool room. No one except the employee may use the employee s badge to check out a tool. Tools must be returned within 24 hours, or the employee will be automatically charged for the tool, plus a 10% administrative fee. 583 I.D. BADGES Upon hire each employee is issued an employee I.D. Badge. The badge consists of the employee s name, social security number, employee number and photo. The I.D. badge permits employees access to the shipyard in addition to the tool room. The badge is the property of NFSY and must be returned upon termination or discharge, lay-off or leaves of absence. Lost badges (or badges not returned) will be replaced on a no-fault basis by the Personnel Office at the following cost: First Replacement Free Second Replacement $5.00 Third and subsequent Replacement $10.00 Employees will have their badges on their person and visible at all times. If an employee does not have his or her badge, the Security Officer will call the Personnel Office to verify employment. Employees coming into or leaving the shipyard must display their badge. Employees who refuse to display their badge face disciplinary action; up to and including dismissal. 601 MEDICAL LEAVE OF ABSENCE NFSY provides job protected medical leaves of absence without pay to eligible employees who are temporarily unable to work due to a medical disability. For purposes of this policy, medical disabilities include, but are not limited to; temporary disabilities associated with pregnancy, childbirth, and related medical conditions. Regular full-time employees are eligible to request medical leave as described in this policy. Eligible employees must have been employed by NFSY for at least one year and have worked 1200 hours over the preceding twelve months. As soon as eligible employees become aware of a need for a medical leave of absence, they should request a leave from their supervisor. Application forms are available in the Personnel Office. A physician s statement must be provided verifying the medical disability and its beginning and expected ending dates. Any changes in this information should be promptly reported to the Personnel Office. Employees returning from medical leave must provide a physician s verification of their fitness to return to work. Eligible employees are normally granted leave for the period of the disability, up to a maximum of 12 weeks in any one-year period. If the initial period of approved absence proves insufficient, consideration will be given to a request for an extension. All earned vacation time will be paid at the start of the Medical Leave of Absence. Vacation leave is part of the approved period of leave. The Personnel Director is responsible for approving all requests for Medical Leave of Absence. Subject to the terms, conditions, and limitations of the applicable plans, NFSY will continue to provide health insurance benefits for the full period of the approved medical leave if the employee continues to pay his or her portion of the insurance. Employees who sustain work-related injuries are eligible for a medical leave of absence for the period of disability in accordance with all applicable laws covering occupational disabilities. Benefit accruals, such as vacation, sick leave, or holiday benefits will be suspended during the leave and will resume upon return to active employment. When a medical leave ends, employees will be returned to the same position, if it is available, or to a similar position for which the employee is qualified. Except when legally required by the Family and Medical Leave Act of 1993, NFSY cannot guarantee reinstatement in all cases. If an employee fails to report to work promptly at the end of the medical leave, NFSY will assume that the employee has abandoned his/her job and voluntarily resigned. 602 FAMILY LEAVE OF ABSENCE NFSY provides job-protected family leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill family obligations relating directly to the birth or adoption of a child or the illness of a child, spouse, or parent. Regular full-time employees are eligible to request family leave as described in this policy. Eligible employees may request family leave only after having completed one year of service if they have worked at least 1200 hours in the preceding twelve months. As soon as eligible employees become aware of the need for a family leave of absence, they should request a leave of absence from their supervisor. Request forms are available in the Personnel Office. Employees requesting family leave related to illness of a child, spouse, or parent may be required to provide a physician s statement verifying the illness, its beginning and expected ending dates, the need for the employee to provide care, and the estimated time required. Eligible employees may request up to 12 weeks of family leave within any 12-month period. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. With the supervisor s approval, an employee may take any available vacation leave as part of the approved period of leave. Requests for family leave should be in advance for foreseeable events and as soon as possible for unforeseeable events. The Personnel Director is responsible for approving all requests for a Medical Leave of Absence. 603 PERSONAL LEAVE OF ABSENCE NFSY provides personal leave of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. This leave does not meet the criteria for Family or Medical Leave and is therefore not job-protected . Regular full-time employees are eligible to request personal leave as described in this policy. Eligible employees may request personal leave after having completed 90 calendar days of service. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from their supervisor. The Personnel Director is responsible for approving requests for personal leave. Personal leave may be granted for a period of up to 30 calendar days every one-year. If this initial period of absence proves insufficient, consideration will be given to a written request for a single extension of no more than 30 calendar days. All earned vacation time will be paid at the start of the personal leave. Requests for personal leave will be evaluated based on a number of factors, including anticipated workload requirements and staffing considerations during the proposed period of absence. Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by NFSY until the end of the month in which the approved personal leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns from personal leave, benefits will again be provided by NFSY according to the applicable plans if the employee has continued the coverage during his or her absence. Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment. When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, NFSY cannot guarantee reinstatement in all cases. If an employee fails to report to work promptly at the expiration of the approved leave period, NFSY will assume the employee has abandoned his/her job and voluntarily resigned. 605 MILITARY LEAVE OF ABSENCE A military leave of absence will be granted to employees, except those occupying introductory positions, to attend scheduled drills or training if called to active duty with the U.S. Armed Services. The leave will be unpaid. However, employees may use earned vacation time for the absence. Subject to the terms, conditions, and limitations of the applicable plans, NFSY will continue to provide health insurance benefits for the full period of the approved of the military leave of absence, as long as the employee continues to pay his or her portion of the insurance. Benefit accruals, such as vacation, sick leave, or holiday benefits will be suspended during the leave and will resume upon the employee s return to active employment. Employees on two-week active duty for training assignments or inactive duty training drills are required to return to work for the first regularly scheduled shift after the end of training; allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with all applicable state and federal laws. Every reasonable effort will be made to return eligible employees to their previous position or a comparable one. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service. 607 PREGNANCY-RELATED ABSENCES NFSY will not discriminate against any employee who requests an excused absence for medical leave associated with pregnancy. Such leave requests will be made and evaluated in accordance with the medical leave policy provisions outlined in this handbook and in accordance with all applicable federal and state laws. Requests for time off associated with pregnancy and/or childbirth (apart from medical disabilities associated with these conditions) will be considered in the same manner as any other request for unpaid personal leave or family leave of absences. Subject to the terms, conditions, and limitations of the applicable plans, NFSY will continue to provide health insurance benefits for the period of the approved pregnancy leave of absence as long as the employee continues to pay her portion of the insurance. Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment. So that an employee s return to work can be properly scheduled, an employee on approved pregnancy leave is requested to provided NFSY with at least two weeks advance notice of the date the employee intends to return to work. When an approved pregnancy leave ends, employees will return to the same position, if it is available, or to a similar available position for which the employee is qualified. Except when legally required by the Family and Medical Leave Act of 1993, NFSY cannot guarantee reinstatement. If an employee fails to report to work promptly at the end of the approved leave period, NFSY will assume that the employee has abandoned her job and voluntarily resigned. 701 EMPLOYEE CONDUCT AND WORK RULES To ensure orderly operations and provide the best possible work environment, NFSY expects all employees to follow Rules of Conduct that will protect the interests and safety of all employees and the organization. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of the rules of conduct: 1. Falsifying timecards, personnel records, merchandise reports, production records, or other company records. 2. Refusal to perform assigned duties related to work, insubordination, or lying to a supervisor. 3. Deliberately damaging, wasting, misusing or attempting to damage company products, property or equipment, or property of a fellow employee, or concealing spoiled work. Damage to vending machines is considered a violation under this section. 4. Stealing, fighting, or gambling on company premises. Removal of any company property without written permission is considered a violation under this section. 5. Violations of safety practices and rules. Specifics are contained in the company safety manual. Failure to report an accident is considered a violation under this section. 6. Being absent from work without notifying the supervisor. An employee who fails to call in or otherwise notify the supervisor on three consecutive workdays will be considered to have abandoned his/her job and voluntarily resigned. 7. Violation of the company s drug and alcohol policy. 8. The unauthorized leaving of the company premises or job sites during working hours. 9. Negligence resulting in injury to another employee or damage to company property. 10. Encouraging or inducing other employees to engage in violation of company rules. 11. Unauthorized possession on company premises of weapons, ammunition, firearms, firecrackers, switchblade knives, or other articles of a nature hazardous to the health and safety of employees. 12. Engaging in immoral conduct at any time on company property. Pornographic pictures or literature are not permitted in the shipyard. 13. Deliberately restricting or attempting to restrict company operations. 14. Sleeping on the job. 15. Using abusive language or being rude to a customer. 16. Excessive tard