La couriers inc.

• 1. L.A. COURIERS INC. Will Arreola President & CEO

2. WELCOME TOL.A. COURIERS INC. Video Orientation 3. The Company has prepared this video to provide you with an overview of theCompanys policies, benefits, and rules. It is intended to familiarize you with importantinformation about the company, as well as provide guidelines for your employmentexperience with us in an effort to foster a safe and healthy work environment. Pleaseunderstand that this booklet only highlights company policies, practices, and benefitsfor your personal understanding and cannot, therefore, be construed as a legaldocument. It is intended to provide general information about the policies, benefits, andregulations governing the employees of the company, and is not intended to be anexpress or implied contract. The guidelines presented in this handbook are notintended to be a substitute for sound management, judgment, and discretion.It is obviously not possible to anticipate every situation that may arise in the workplaceor to provide information that answers every possible question. In addition,circumstances will undoubtedly require that policies, practices, and benefits describedin this handbook change from time to time. Accordingly, the company reserves the rightto modify, supplement, rescind, or revise any provision of this handbook from time totime as it deems necessary or appropriate in its sole discretion with or without notice toyou. 4. No business is free from day-to-day problems, but we believe our personnelpolicies and practices will help resolve such problems. All of us must work togetherto make the company a viable, healthy, and profitable organization. This is the onlyway we can provide a satisfactory working environment that promotes genuineconcern and respect for others including all employees and our customers. If anystatements in this handbook are not clear to you, please contact the companypresident or his designated representative for clarification. This handbooksupersedes any and all prior policies, procedures, and handbooks of the company. Not everything in your handbook will be covered in this video. So please go over your handbook when you have the time. Thanks and again welcome aboard. 5. IN THIS VIDEO WE WILL BE COVERING WORKING AND COMPENSATION STANDARDS AND EXPECTATIONS OF THE WORKPLACE BENEFITS 6. WORKING AND COMPENSATIONS EMPLOYMENT ON AN AT-WILL BASIS All employees of the company, regardless of their classification or position, are employedon an at-will basis. This means that each employees employment is terminable at the willof the company at any time, with or without cause and with or without notice.Furthermore, nothing contained in the policies, procedures, handbooks, manuals, jobdescriptions, application for employment, or any other document of the company shall inany way create an express or implied contract of employment or an employmentrelationship on other than an at-will basis. 7. WORKING AND COMPENSATIONS ATTENDANCE AND REPORTING TO WORKEach employee is important to the overall success ofour operation. When you are not here, someoneelse must do your job. Consequently, you areexpected to report to work on time at the scheduledstart of the workday. Reporting to work on timemeans that you are ready to start work, not justarriving at work, at your scheduled starting time. Thecompany depends on its employees to be at work atthe times and locations scheduled. Any absencefrom work and/or tardiness will lead to disciplinaryaction, up to and including termination. 8. WORKING AND COMPENSATIONS ATTENDANCE AND REPORTING TO WORK If you expect to be, absent from the job for an approvedreason (e.g., paid time off or a leave of absence), youshould notify your supervisor of your upcoming absence asfar in advance as two weeks. If you unexpectedly need tobe absent from or late to work, you must notify yoursupervisor 24hrs prior to the start of your scheduledworkday that you will be late or absent and provide thereason for that absence or tardiness. If your supervisor isnot available, you should contact the companys main officeprior to the start of your scheduled workday. Leave yournumber so that your supervisor can return your call. Failureto properly contact us will result in an unexcused absencefor disciplinary purposes. Your attendance record is a partof your overall performance rating. Your attendance may beincluded during your review and may be considered forother disciplinary action up to and including termination. 9. WORKDAY HOURS AND SCHEDULING The regularly scheduled workday for our business office is: Monday through Friday, 7:30-8:00 a.m. to 4:30-5:00 p.m. The usual expected workday at jobsites is 8:00 a.m. to 6:00 p.m. These start and end times are only guidelines, however, employees are required to be present for work during the workday established for them by their supervisors or by the company president. Particularly at jobsites, this regular schedule may vary depending on such factors as weather, volume, supply, and late dispatch etc. If you are unsure about expected starting times on any particular job assignment, ask your supervisor for clarification. In case of unplanned conditions, such as bad weather, that may force a schedule change at the last minute, you should contact your supervisor or call the office directly. The company does not generally schedule rest periods or breaks, so come prepared iepack lunch during the workday. 10. SALARY HOURS WORKEDPAY PERIOD AND PAYDAYAll salaried employees will be The company issues paychecks eachpaid on a weekly basis Friday, on a weekly basis. Pay periodsconsisting of Monday thrustart on Saturday morning and end onFriday. Friday will be the closing Friday midnight. Therefore, eachof the pay period any work Friday, you will receive a paycheck forconducted after that will be all hours worked in the pay periodcounted towards the followingending the previous Friday evening. Ifweeks pay period.an employee uses direct deposit, the employees pay may not be available for withdrawal from his or her bank account until the following Monday. 11. WORKWEEK , BONUS, & CLAIMS The companys workweek begins on Monday at 12:01 a.m. and ends on Saturday at 12:00 midnight. Occasionally it may be necessary for an employee to work beyond his or her normal workday hours. Salary pay is paidonly when work is scheduled, approved, and made known to you in advance by your supervisor. Under no circumstancesshall an employee work overtime without the prior approval of his or her supervisor. Although not all the time some Saturdays might have to be worked, but supervisor will notify employee at least 24 hrsahead of time.Employee will be eligible for Performance Bonus after 6 months of safe work history with the company. Bonus pay is atthe discretion of the company and is not guaranteed in any way. Bonus monies will be paid the second Friday of eachmonth. Employees will be bonused on the following criteria: Accident free for the month. No late/early pickups for the month. No complaint (customer disputed miss-delivery) for the month. No claims filed for the month. Bonus monies awarded in compliance with the criteria will receive an additional $150 added to their paychecks thesecond Friday of the month. Any claims of non-delivery charged to the company will be passed onto the employee in a payroll payment deductionplan. Employees will be given the opportunity to resolve any non-delivery claims made by the customer. If resolved theemployee needs to have a signature of acknowledgement from the customer that packages were received. Aftersubmitted documents have been cleared the employee will no longer be charged for the claim. 12. HOLIDAYSThe company observes the following holidays: New Years DayMemorial DayFourth of July Labor DayThanksgiving ChristmasFull-time employees will not be paid during holidays or non working days. 13. EMPLOYMENT CLASSIFICATIONSUpon being hired by the Company, all new employees must serve a ninety (90) calendarday introductory period. It is especially important that you make your supervisor awareof any questions or problems you may encounter during this period. Your performancewill be carefully monitored during this period. At the end of the introductory period, yourperformance will be reviewed, and if it has been satisfactory, you will become a RegularFull-Time or Regular Part-Time Employee. Satisfactory completion of the introductoryperiod does not entitle you to employment for any specific term, but does entitle you toparticipation in many of the Companys employee benefits programs.For the sole purpose of determining the allowance of certain employee benefits,employees are classified as: 14. EMPLOYMENT CLASSIFICATIONS Regular Full-Time Employees - An Exempt Employees - Certainemployee who has satisfactorily employees such as drivers, helpers,completed the introductory period are paid on a salary basis for alland who is driving. hours worked each week. Certainjobs may also be exempt, regardlessof whether they are paid on a salaryor hourly basis. These employeesare expected to work whateverhours are required to accomplishtheir duties, even if it exceeds theirnormal workweek. No overtimepremium pay will be paid to exemptemployees in most circumstances. 15. PERFORMANCE EVALUATIONS Employees may have their job performance reviewed on an annual basis by either their supervisor or by the president of the company usually around anniversary dates. 16. STANDARDS AND EXPECTATIONS FOR THE WORKPLACE 17. The company believes in maintainingsafe and healthy working conditions forour employees. However, to achieve ourgoal of providing a safe workplace, eachemployee must be safety conscious. Wehave established the following policiesand procedures that allow us to providesafe and healthy working conditions. Weexpect each employee to follow thesepolicies and procedures, to act safely,and to report unsafe conditions to his orher supervisor in a timely manner. 18. Employees are expected to continually be on the lookoutfor unsafe working conditions or practices. If youobserve an unsafe condition, you should warn others, ifpossible, and report that condition to your supervisorimmediately. If you have a question regarding the safetyof your workplace and practices, ask your supervisor forclarification.If you observe a coworker using an unsafe practice, youare expected to mention this to the coworker and to yoursupervisor. Likewise, if a coworker brings to yourattention an unsafe practice you may be using, pleasethank the coworker and make any necessaryadjustments to what you are doing. Safety at work is ateam effort. 19. Where needed, the company provides its employeeswith appropriate safety equipment and devices. You arerequired to use the equipment provided in the mannerdesignated as proper and safe by the manufacturer.Failure to properly use safety equipment may lead todisciplinary action, up to and including termination.If you require safety equipment that has not beenprovided, contact your supervisor before performing thejob duty for which you need the safety equipment. 20. Employees are required to report any injury, accident, orsafety hazard immediately to their supervisor(s). Minorcuts or abrasions must be treated on the spot. Moreserious injuries or accidents will be treated accordingly.Serious injuries must be reported on the injury oraccident report form available in the office. 21. If you believe that you are dealing with a hazardousmaterial and lack the appropriate information and/orsafety equipment, contact your supervisor immediately.Refer to allowable haz-mats.